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					                                            Effective July 1, 2011




North Carolina Public School Personnel

                 Employee Salary and
                  Benefits Manual
                     2011-2012

                           Part I: Salary




Public Schools of North Carolina
Department of Public Instruction
Division of School Business
6334 Mail Service Center
Raleigh, North Carolina 27699-6334
www.ncpublicschools.org




State Salary Schedule 2011-2012
                                                                                Effective July 1, 2011




In compliance with federal law, including the provisions of Title IX of the Education
Amendments of 1972, the North Carolina Department of Public Instruction does not discriminate
on the basis of race, sex, religion, color, national or ethnic origin, age, disability, or military
service in its policies, programs activities, admissions or employment.




State Salary Schedule 2011-2012
                                                                                                                        Effective July 1, 2011

                                                     TABLE OF CONTENTS
    Definition of Terms .................................................. 1

SECTION A – DPI CONTACTS AND GENERAL                                           SECTION B — CENTRAL OFFICE ADMINISTRATORS

    I.      The Information Analysis and Reporting                             I.   All Central Office Administrators
            Section                                                                   A. Daily Rate of Pay ................................. B-1
            A. Purpose and Mission ............................ A-1                   B. Advanced Degree Supplement ............. B-1
            B. Contact Information ............................. A-1
            C. Internet Sites ........................................ A-1     II. Superintendents
                                                                                     A. Superintendent Definition .................... B-1
    II.     Reference Materials                                                      B. Salary Basis ......................................... B-1
            A. School Reporting Section .................... A-2
                                                                               III. Associate/Assistant Superintendents
            B. School Personnel Support .................... A-2
                                                                                     A. Associate Superintendent Definition.... B-2
            C. Allotments Section ............................... A-2
                                                                                     B. Assistant Superintendent Definition .... B-2
            D. Licensure ............................................. A-2
                                                                                     C. Exceptions to Licensure Requirements B-3
                                                                                     D. Salary Basis ......................................... B-3
    III.    New Legislation Impacting 2008-2009
            A. Teacher, Principal, and                                         IV. Supervisors, Directors, Coordinators, and
               Asst. Principal Salaries ........................ A-3               Finance Officers
            B. Principal Fellows ................................. A-3             A. Definitions ............................................... B-4
            C. LEA Employees Not Paid from the                                     B. Salary Basis ............................................. B-4
               Certified Salary Schedule .................... A-4                  C. Positions .................................................. B-4
            D. Driver’s Education Instructors ............. A-4                    D. Licensure Requirements for GA .............. B-4
            E. Benefits ................................................ A-4       E. Non-Certified Supervisors/Directors ....... B-5
            F. FullTime Mentors Do Not Receive
               NBPTS Differential ............................. A-4            V. Charter Schools ............................................ B-5
            G. DPI Consulants .................................... A-5
            H. No Furloughs of State Funded
               Positions............................................... A-5
            I. PrePay Salaries .................................... A-5
                                                                               SECTION C — SCHOOL BASED ADMINISTRATORS
    IV.     Licensure Class Codes
            A. Licensure Class Codes & Salary .......... A-6                   I.   All School Based Administrators
            B. Pay Level and Schedule ....................... A-9                   A. Daily Rate of Pay .................................... C-1
    V.      Salary Adjustments                                                      B. Salary Basis…………………………. .... C-1
            A. Additional Years of Service. ................ A-9                         1. ABCs and Safe Schools Salary Incentives
            B. When LEA Fails to Submit Complete                                            Schedule ............................................. C-1
                Information ........................................ A-10                2. Service Requirements for ABCs......... C-1
                                                                                    C. Salary Schedule Placement Base
    VI.     Funding Responsibilities ......................... A-10                      Pay…………. .......................................... C-2
    VII. Other                                                                      D. ABC Safe Schools Placement .................. C-2
         A. Military Leave………..…….………..A-10                                         E. Advanced and Doctoral
         B. Job Sharing…………………………..A-10                                                 Degree Supplements ................................ C-3




    State Salary Schedule 2011-2012
                                                                                                                      Effective July 1, 2011

II. Principals                                                              III.     Substitute Teachers
    A. Monthly Salary ........................................ C-3                   A. Pay Basis............................................ D-13
        1. Determining Teacher Count ............... C-4                             B. Full-Time Substitutes ......................... D-14
        2. Determining Years of Experience ...... C-5                                C. Non-Full-Time Substitutes ................. D-14
    B. Transfers in Merged Systems .................. C-5                            D. Teacher Assistants as Substitutes....... D-14
    C. Principals in New Schools ....................... C-5                         E. Funding Source .................................. D-14
    D. Principal Allotment Requirements .......... C-6
    E. Building Principals .................................. C-6
                                                                            IV.      Student Services Personnel
                                                                                   A. Positions/Budget Codes ........................ D-16
III. Assistant Principals                                                          B. Audiologists Licensed Below the
     A. Monthly Salary ........................................ C-7                    Master’s Degree Level .......................... D-16
     B. No Decrease for Teachers that Become                                       C. Speech-language Pathologists
           Assistant Principals .............................. C-7                     Licensed Below the Master’s
     C. Summer School ....................................... C-7                      Degree Level ......................................... D-16
     D. Provisional License ................................. C-7                  D. Provisionally Licensed School
         1. Salary Basis ........................................ C-8                  Psychologists ......................................... D-17
         2. Budget Code ....................................... C-9
                                                                            V.       Other Certified Personnel
         3. Benefits .............................................. C-9
                                                                                     A. Overview ........................................... D-17
     D. Administrative Interns (MSA): Full-time
                                                                                     B. School Nurse ...................................... D-17
           Students ............................................... C-9
     E. Principal Fellows Program .................... C-10
         1. Salary Basis ...................................... C-10
         2. Budget Code ..................................... C-10          SECTION E — NON-CERTIFIED PERSONNEL
         3. Additional Information ..................... C-10
                                                                            I.     Salary Determinations
                                                                                   A. Daily Rate of Pay .................................... E-1
SECTION D — TEACHER AND STUDENT SERVICES                                           B. Non-exempt Hourly Rate of Pay ............. E-1
                                                                                   C. Salary Basis ............................................. E-1
I.      Teacher and Student Services Personnel                                     D. Average Salary/State Allotment ............. E-2
        A. Daily Rate of Pay ................................. D-1                 E. Work Week ............................................. E-2
        B. Salary Basis ......................................... D-1       II. Source of Funds
        C. Salary Schedule Placement .................. D-1                     A. State Funded Non-Certified
        D. Advanced Degree Supplement ............. D-2                            Employees ............................................... E-3
        E. Extended Day and Extra Pay ............... D-2                       B. Local or Federal Funds ............................ E-3
        F. Provisional Licenses: Failing to                                     C. Prorating Time-no Overtime.................... E-3
           Meet Requirement................................ D-3
                                                                            III. Overtime Pay Policy and Definitions
II.     Teachers                                                                 A. Overtime Policy ....................................... E-4
        A. Teacher Budget Codes and                                              B. Types of Overtime Compensation ........... E-4
            Attachment A Doc ............................... D-4                 C. Who Decides how to Compensate ........... E-4
        B. Non-educational Master’s Degree and                                   D. Determining FLSA Status ....................... E-5
           Application for ‘M’ Supplemental                                      E. Exemptions from Overtime ..................... E-5
           Salary ................................................... D-4        F. Special Provision-Public Employees ....... E-6
        C. NBPTS Certification ............................ D-5
        D. Career Technical Teachers ................... D-7
        E. ROTC Instructors ................................. D-7
        F. Driver Training Teachers ..................... D-8
        G. Mentors ................................................ D-8
        H. New Teacher Orientation ..................... D-9
        I. Lateral Entry Teachers ....................... D-10
        J. Retired Teachers Subject to the
           Salary Earnings Cap.......................... .D-10
        K. Visiting International Faculty ............ D-11
        L. Summer School .................................. D-11
        M. DPI Consultant................................... D-11
        N. Interim Teachers ................................ D-12



State Salary Schedule 2011-2012
                                                                                                                  Effective July 1, 2011


SECTION E — NON-CERTIFIED PERSONNEL -                                      SECTION F — MISCELLANEOUS
   CONTINUED                                                               I.   Deductions from Payroll
                                                                                A. References ........................................... F-1
IV. Calculating Overtime Pay/Hours
    A. State Does Not Allot Funds ..................... E-7                II.     Installment Pay
    B. Standard Workweek ................................ E-7                      A. Academic Teachers .............................. F-1
    C. Salary....................................................... E-8           B. School Employees Paid by Hour ......... F-1
    D. Calculation in One Position ..................... E-9                       C. Installment Pay Indicators.................... F-2
    E. Calculation in More than One Position ... E-9                               D. Bus Drivers .......................................... F-3
    F. Multiple Positions, Different Rates ....... E-10
    G. Funding Source...................................... E-12           III.    Absence Reporting
    H. Due Date of Overtime Pay .................... E-12                          A. Absence Codes..................................... F-4
    I. Record Keeping ..................................... E-12                   B. Absence Without Deduction ................ F-5
    J. Enforcement .......................................... E-14                 C. Absence With Deduction ..................... F-7
    K. Common Violations............................... E-14
    L. Interpretation of the FLSA Law ............ E-15                    IV.     Personal Use Vehicle ................................. F-8
    M. Questions and Answers ......................... E-15




State Salary Schedule 2011-2012
                                                                                 Effective July 1, 2011


                                  DEFINITION OF TERMS
Administrative Intern: Administrative interns are students in an approved full-time master’s
degree program in school administration and are participating in their required internship at a
school unit. Full-time students, while completing their internship, are not required to have a
North Carolina educator’s license.

Administrator: An administrator is a person employed by the Local Education Agencies
(LEAs) to work in an administrative position in a North Carolina public school system. He or
she must meet the employment and/or licensure criteria required by the State Board of Education
for the specific administrative assignment. There are two types of administrators: school based
and central office:

School-Based Administrators: principals and assistant principals

Central Office Administrators: superintendents, associate superintendents, assistant
superintendents, supervisors, directors, coordinators, school business administrators, and finance
officers.

Average Daily Membership (ADM): ADM is the sum of the number of days in membership
for all students in an individual Local Education Agency (LEA), divided by the number of
school days in the term, usually a school month or school year.

Assistant Principal: An assistant principal is designated by a local board of education as next-
in-line of authority to the school principal, and holds a principal’s license (‘P’, ‘AP’, or ‘DP’,
license area 00012). Under special circumstances, a local board of education may employ an
assistant principal with a provisional license.

Assistant Superintendent: An assistant superintendent must hold a superintendent’s license
(‘AS’ or ‘DS’, license area 00011), or a principal’s license (‘P’, ‘AP’, or ‘DP’, license area
00012) or a curriculum instructional specialist (supervisor) license (‘M’, ‘S’, or ‘D’, license area
00113). Unless the school system has a designated associate superintendent, an assistant
superintendent is designated as being next-in-line of authority to the superintendent.

Associate Superintendent: An associate superintendent is a person who is designated by a
local board of education as next-in-line of authority to the superintendent. This person must hold
a superintendent’s license (‘AS’ or ‘DS’, license area 00011) and either a principal’s license
(‘AP’ or ‘DP’, license area 00012) or a curriculum instructional specialist (supervisor) license at
the advanced level (‘S’ or ‘D’, license area 00113).

Building Principal: A building principal is an individual who serves as a principal in a school
with less than seven but more than two full-time state-allotted teaching positions. The building
principal position must be a converted teaching position.

BUD: Budget Utilization and Development: BUD is a statewide system of budget management.

Certified Personnel: Certified personnel are personnel employed in positions within job
classifications which require licenses issued by the Licensure Section based on the completion of
approved education program requirements as specified by the State Board of Education.


State Salary Schedule 2011-2012
                                                                                Effective July 1, 2011


Classification: A classification is a category for a particular position referring to levels of
responsibility and work performed. For example, principals are classified based on the number of
state-funded teachers and student services personnel at their school. (Occupational groups are
office support personnel classified under office support personnel category according to the type
of work they perform).
Type of license/educational level, for example, are classroom teachers classified based on their
educational level (‘A’ for Bachelor’s degree, ‘M’ for a Master’s degree, etc.).

Educator: An educator is licensed by the Licensure Section and employed in a North Carolina
school system in one or more of the following positions: superintendent, associate
superintendent, assistant superintendent, supervisor, director, coordinator, principal, assistant
principal, teacher, and/or student services personnel.

Full-time Substitute Teacher: See Substitute Teacher.

Interim Employee: An interim employee may be employed when a vacancy in a teaching
position occurs by separation from employment, leave without pay, workers’ compensation,
short-term disability or absence caused by an episode of violence in the school. An interim
teacher may not be employed to replace a permanent employee who is using paid leave. If the
interim teacher is licensed in the area of assignment, he/she would be paid from the budget code
from which the regular teacher being replaced is paid. Non-certified interim employees must be
coded to object code 127. Certified interim employees should be coded to object code 121, with
provisional licensing if the assignment is out-of-field.

National Board for Professional Teaching Standards (NBPTS): The National Board for
Professional Teaching Standards (NBPTS) was established in 1987 as an independent, nonprofit
organization to establish high standards for teachers’ knowledge and performance and for
development and operation of a national voluntary system to assess and certify teachers who
meet those standards.

Non-certified Personnel: Non-certified personnel are in positions within job classifications,
which do not require a professional educator’s license issued by the Licensure Section, nor
professional certification, prescribed by the State Board of Education.

Other Certified Personnel: Certain positions require professional certification that is
prescribed by the State Board of Education. These positions do not require a professional license
issued by the Licensure Section. These positions are not required to complete an approved
teacher education program or achieve a specified minimum score on the Praxis Examinations
(formerly the National Teacher’s Examination).

Position: A position is the category in which a public school employee is employed. Many
positions require individuals to also be licensed.

Principal: A principal is designated by a local board of education as the head of a school. To
receive State funding for a principal, a school must have 100 or more students in average daily
membership (ADM) and/or seven or more full-time state paid teachers (or the equivalent). A
principal must hold a principal’s license (‘P,’ ‘AP,’ or ‘DP,’ licensure area 00012). There are no
provisional licenses allowed for principals.

State Salary Schedule 2011-2012
                                                                                Effective July 1, 2011

School: A school is an organizational subdivision of a school system consisting of a group of
students composed of one or more grade groups, organized as one unit with an assigned principal
or person acting in the capacity of principal, and housed in a school plant of one or more
buildings, which provides instruction of the type defined in the North Carolina Standard Course
of Study.

School-based Administrators: See Assistant Principal and/or Principal.

Student Services Personnel: Student services personnel positions are designed to provide
specialized assistance to students. Individuals must hold an appropriate license for the area of
assignment. An example of a student services personnel category is guidance counselor.

Substitute Teacher: A substitute teacher fills in for a permanent teacher who is still on payroll
and using paid leave.
A full-time substitute is employed to fill in for a regular teacher when that teacher is absent and
on paid leave. They may serve a single classroom, a school, or more than one school. Full-time
substitutes must work at least 30 hours per week and are expected to be employed at least six
consecutive months. They earn the same benefits as other employees and are paid the same rates
as regular substitutes.

Supervisor, Director, Coordinator, and Finance Officer: A supervisor, director, or
coordinator is designated by the local board of education to work throughout the unit to provide
leadership in improving programs and quality of instruction and must hold a license appropriate
to the area of assignment.

Superintendent: A superintendent is a person appointed by the local board of education to
serve as the chief educational authority of a school system. Their eligibility for the appointment
must be verified by the State Board of Education. Effective July 1, 2001, SB 378 amended G.S.
115C-271 to provide local boards of education to employ superintendents with appropriate
qualifications yet lacking licensure.

Teacher: A teacher is designated to carry out the duties and responsibilities of the instructional
process in the school and holds a license appropriate to the area of assignment.

Workforce Development Teachers (Vocational Education or Career Technical): A
workforce development teacher is employed to instruct in the areas of vocational skill
development, prevocational/introductory, and/or vocational development services; and holds a
license in a workforce development appropriate to the area of assignment.




State Salary Schedule 2011-2012
General                                                                                 Effective July 1, 2011


                          SECTION A
            DPI CONTACTS AND GENERAL INFORMATION

 I. The School Reporting Section
    A. PURPOSE AND MISSION
          The School Reporting Section is part of the Division of School Business. Salary related
          responsibilities include:
             •   Communicating legislation, State Board of Education policy, and Department of
                 Public Instruction (DPI) procedures;
             •   Certifying educator salaries;
             •   Auditing educator and non certified salaries and other payments;
             •   Responding to inquiries from customers; and
             •   Providing meaningful information to agency management, the State Board of
                 Education, the NC General Assembly, the Governor’s Office, and local education
                 agencies (LEAs).

    B. CONTACT INFORMATION
          Department of Public Instruction
          Division of School Business
          6334 Mail Service Center
          Raleigh, NC 27699-6334
          PHONE: 919.807.3700
          FAX: 919.807.3704
          Please notify the individual, to whom you are faxing information, by phone before you fax
          any materials. This helps process the request efficiently.
    C. INTERNET SITES
          Department of Public Instruction (DPI): www.ncpublicschools.org
          Salary Schedules: www.ncpublicschools.org/fbs/finance/salary/
          LEA License and Salary Info center *: http://licsalweb.dpi.state.nc.us
          * User ID and password are required. If you do not have access to LicSal, please contact
          Systems Accounting at systems_accounting@dpi.nc.gov to request access to the
          Licensure and Salary Info center.
          Forms are available on http://licsalweb.dpi.state.nc.us.
          Access to this site may be given to Local Education Agencies (LEAs), Charter Schools
          and Institutes of Higher Education only.


State Salary Manual 2011-2012                                                                         General A-1
General                                                                                    Effective July 1, 2011




 II. Reference Materials
    A. SCHOOL REPORTING SECTION
          Other helpful materials with financial information can be found on
          www.ncpublicschools.org/fbs/, click on the Manuals link for access.
          Attachment "A" lists budget codes and their required licensure areas for salary
          calculation purposes. This listing is online with the link to the Chart of Accounts at
          www.ncpublicschools.org/fbs/finance/reporting/.
          NC Public Schools Uniform Chart of Accounts provides the allowable current year
          accounting codes for each program funded from state or federal funds as well as the
          guidelines of the coding structure. This manual is online at
          www.ncpublicschools.org/fbs/finance/reporting/.
    B. SCHOOL DISTRICT PERSONNEL SUPPORT SECTION
          School District Personnel Support Manual contains information on employee benefits
          related to leave, calendar issues, substitute teachers, longevity, contracts, and hiring
          retired teachers. This policy manual is online at:
          http://www.ncpublicschools.org/humanresources/district-personnel/
          Contact: 919.807.3365
    C. ALLOTMENTS SECTION
          The Allotment Policy Manual contains all of the legislative, State Board of Education,
          and departmental policies regarding the current school year’s state and federal funding
          categories. This is online at: www.ncpublicschools.org/fbs/allotments/general/.
          Contact: 919.807.3700
    D. LICENSURE SECTION
          Licensure frequently asked questions, packets and supporting forms, and contact
          information is online at www.ncpublicschools.org/licensure/.
          Contact: 919.807.3310




State Salary Manual 2011-2012                                                                            General A-2
General                                                                                     Effective July 1, 2011


 III. New Legislation Impacting 2011-2012
          House Bill 200 (Session Law 2011-145), Section 29.12.(a) establishes salary schedules
          and other important information for the 2011-2012 fiscal year, effective July 1, 2011.
          Listed below are the major changes to legislation.
    A. TEACHER, PRINCIPAL AND ASSISTANT PRINCIPAL SALARIES
          There is no step increase or increase to the salary schedules for teachers, principals or
          assistant principals.
           Section 29.13. (c)
          A principal shall be placed on the step on the salary schedule that reflects total number of
          years of experience as a certificated employee of the public schools and an additional step
          for every three years of experience as a principal. However, a principal who acquires an
          additional step during the 2011-2012 or 2012-2013 fiscal years shall not receive a
          corresponding increase in salary during the 2011-2013 fiscal biennium.
          NOTE: If an employee was not in pay status during the 2010-11 fiscal year, their salary
          is not held harmless and should be paid based solely on their years of experience.
          HOWEVER, if the employee was on an approved leave of absence during the 2010-11
          fiscal year, their salary should be held harmless. Contact the salary analysts to manually
          certify the salary.
          Teachers employed during the 2010-2011 school year who did not work the required
          number of months to acquire an additional year of experience shall not receive a decrease
          in salary.

          Principal salaries are not held harmless in the case where teacher count decreases. Salary
          should be adjusted, either up or down, based on teacher count.
    B. PRINCIPAL FELLOWS
          For the first year, the scholarship loan shall be $30,000.
          For the second year, the total compensation to the intern shall be $41,910 (which includes
          $4,100 for fees and tuition).

          Funding
          PFP 60% of the beginning Asst Principals Salary + $4,100 for fees and tuition
          DPI 40% of the beginning Asst Principals Salary = $1,512 per month

          See Section C.III.E




State Salary Manual 2011-2012                                                                             General A-3
General                                                                                    Effective July 1, 2011



    C. LEA EMPLOYEES NOT PAID FROM THE CERTIFIED SALARY SCHEDULE
       (NONCERTIFIED PERSONNEL SALARIES)
          Section 29.8(a)
          The annual pay of all State employees for the 2011-2013 fiscal biennium shall remain
          unchanged from that authorized on June 30, 2011, or the last date in pay status during the
          2010-2011 fiscal year, if earlier.
          NOTE: If an employee was not in pay status during the 2010-11 fiscal year, their salary
          is not held harmless and should be paid based solely on their job classification.

    D. DRIVER’S EDUCATION INSTRUCTORS

          Section 28.37(a) pertaining to G.S. 115C-215
          The State Board of Education shall adopt a salary range for driver education instructors
          who are public school employees and who are not licensed teachers. Driver education
          instructors who are public school employees and who are licensed teachers shall be paid
          on the teacher salary schedule. A day of employment for driver education instructors who
          hold teacher certificates shall be the same number of hours required of all regular
          classroom teachers as established by the local board of education.

          The State Board of Education shall adopt rules to permit local boards of education to
          enter contracts with public or private entities to provide a program of driver education at
          public high schools. All driver education instructors shall meet the requirements
          established by the State Board of Education; provided, however, driver education
          instructors shall not be required to hold teacher certificates."

    E. BENEFITS
          Section 29.22 (c)
          The State employer’s contribution rate for retirement and related benefits is 13.12%
          effective July 1, 2011.
          Section 29.22 (e)
          The annual hospitalization rate is $4,931 for non-Medicare-eligible employees.
    F. FULL TIME MENTORS DO NOT RECEIVE NBPTS DIFFERENTIAL
          Full time mentors are no longer eligible to receive NBPTS differential per (Session Law
          2009-575, Section 3H) repealed June 30, 2011.




State Salary Manual 2011-2012                                                                            General A-4
General                                                                                       Effective July 1, 2011




    G. DPI CONSULTANT
          Consultants (e.g., state teacher of the year, PBL regional coordinator, recruiters,
          educators on loan, etc.) are to be paid at a rate of three (3) steps above his/her salary or
          six (6) percent above his/her salary if the teacher/consultant is within three (3) steps of
          the top of the respective salary schedule.
    H. NO FURLOUGHS OF STATE FUNDED POSITIONS
          Section 29.18.(b)

          Any furlough of a public employee paid with State funds is prohibited unless the furlough is
          ordered by the Governor while acting to balance the budget pursuant to Section 5 of Article
          III of the North Carolina Constitution or by the Chief Justice or the Legislative Services
          Officer, respectively, to balance the judicial branch or legislative branch budget.
          The Board of Governors of The University of North Carolina, the State Board of Community
          Colleges, and each local public school board of education must petition the Governor to
          furlough its respective employees in order to balance the respective budgets.

          Note: The following is the interpretation that DPI has received regarding this legislation: It
          does not appear that locals can furlough anyone, State paid or locally paid, without the
          approval of the Governor. So, under this legislation LEAs can petition to furlough
          employees but must have the Governor's approval to do so.”

    I. PRE-PAY SALARIES
          House Bill 720 (Session Law 2011-379) Section 5 – Effective July 1, 2012
          General Statute 115C-302.1(b) is rewritten to say: Teachers shall be paid only for the
          days employed as of the set pay date. Payment for a full month when days employed are
          less than a full month is prohibited, as this constitutes prepayment.
          The initial pay date for teachers remains unchanged and shall be no later than August 31.




State Salary Manual 2011-2012                                                                               General A-5
General                                                                                   Effective July 1, 2011




IV. Licensure Class Codes
    A. LICENSURE CLASS CODES AND SALARY
          The licensure class code corresponds to the educational level at which an individual has
          completed licensure requirements.
          The codes on pages A-6 and A-7 indicate the level (or class) of the licensure area as
          determined by the Licensure Section.
          Effective July 1, 2000, licensed public school personnel are to be paid on the salary
          schedules applicable to their assignment at the highest license level held. The Form G
          process for non-educational master’s, advanced or doctoral degrees (see D, II, B on page
          D-4) is unaffected by this policy.
          1. Below bachelor’s level


                   Licensure
                                                        Licensure Area
                   Class Code


                                  Workforce Development areas are based on experience
                                  and academic preparation below the bachelor’s level
                        V

                                  Provisional Workforce Development (Vocational)


          2. Bachelor’s level

                   Licensure
                                                       Licensure Area
                   Class Code
                                   Regular teaching area

                                   Provisional Workforce Development (Vocational)
                         A
                                   Workforce Development (Vocational)

                                   School Social Worker

                        PP         Provisional Assistant Principal




State Salary Manual 2011-2012                                                                           General A-6
General                                                                               Effective July 1, 2011


          3. Master's level

                   Licensure
                                                     Licensure Area
                   Class Code
                                 Regular teaching area

                                 Curriculum Instructional Specialist (Supervisor/Director)

                        M        Workforce Development (Vocational)

                                 Counselor

                                 School Social Worker

                        P        Principal


          4. Advanced (sixth-year) level

                   Licensure
                                                     Licensure Area
                   Class Code
                                 Regular teaching area

                                 Curriculum Instructional Specialist (Supervisor/Director)

                        S        Workforce Development (Vocational)

                                 Counselor

                                 School Social Worker

                       AP        Principal

                       AS        Superintendent




State Salary Manual 2011-2012                                                                       General A-7
General                                                                Effective July 1, 2011




          5. Doctoral level
                   Licensure
                                                      Licensure Area
                   Class Code
                                Regular teaching area

                                Supervisor/Director

                        D       Workforce Development (Vocational)

                                Counselor

                                School Social Worker

                       DP       Principal

                       DS       Superintendent




State Salary Manual 2011-2012                                                        General A-8
General                                                                                     Effective July 1, 2011

    B. PAY LEVEL AND SCHEDULE
          Pay levels indicate where an individual is placed on the legislated salary schedules, and
          can be found on the Employment Inquiry Screen and Employee Roster on the Licensure
          and Salary Info center (http://licsalweb.dpi.state.nc.us) system. If you do not have access
          to LicSal, please contact Systems Accounting at systems_accounting@dpi.nc.gov to
          request access to the Licensure and Salary Info center.
          The table below provides a summary of how each pay level is derived.


                                        Digits          Digits       Digits
                                        1&2             3&4          5&6             Digit 7

                                    Education: A,
                                                       Years of                     Blank or
              Teacher Schedule       M, MS, or                       Blank
                                                      Experience                  N for NBPTS
                                        MD

                 Psychologist                          Years of
                                     3, 3S, or 3D                    Blank            Blank
                  Schedule                            Experience

                                                                                  ABCs & Safe
                School Based
                                     0, 0S, or 0D    Pay Level 1-               Schools Incentive
                Administrator                                        Blank
                                        (zero)            46                     Indicators (See
                  Schedule
                                                                               Section C I.B & D)


          A schedule is a numerical indicator preceding the pay level assignment, which designates
          the specific salary schedule from which the employee is paid.
          Principals and assistant principals are designated as Schedule 0.
          The School Psychologist salary schedule (which includes master’s level audiologist and
          master’s level speech-language pathologists) is designated as Schedule 3, differentiating
          it from the teacher schedules (A and M).



 V. Salary Adjustments
    A. ADDITIONAL YEARS OF SERVICE
          Retroactive salary adjustments for receiving additional years of service not previously
          credited to an educator’s certificate will be granted effective July 1 of the current school
          year.




State Salary Manual 2011-2012                                                                             General A-9
General                                                                                      Effective July 1, 2011


    B. WHEN LEA FAILS TO SUBMIT COMPLETE INFORMATION
          If it is determined that a retroactive salary adjustment is the result of a LEA failing to
          submit payroll data that is:
                 •   complete or
                 •   required,
          the LEA becomes financially responsible for any salary adjustment due.



 VI. Funding Responsibilities
          STATE/LOCAL RESPONSIBILITIES
          The state’s responsibility for a position paid from state funds ceases at the end of
          the last workday of actual employment.
          The only salary benefit from state funds beyond that day shall be payment of:
                 •   accumulated annual leave not to exceed 30 days, and
                 •   the State’s portion of any longevity pay due to the employee.
          When an LEA releases an employee from employment, the LEA shall assume full
          responsibility for any additional pay that is negotiated between the LEA and the
          employee.




 VII. Other
    A. MILITARY LEAVE
          Employees called to active military duty shall be paid the difference of military basic pay
          and state salary, when military pay is less than state salary. Differential pay shall be paid
          from the same source of funds as the regular salary. For state paid employees, the
          differential pay should be coded to PRC 021. This policy is retroactive to July 1, 2002.
          See School District Personnel Support Manual Section 10 for more details.
    B. JOB SHARING
          Effective, January 1, 2004 all employees of local education agencies are eligible for job
          sharing. Participation in job sharing is optional, not mandatory based on approval by the
          local education agency. See School District Personnel Support Manual Section 17 for
          more details.




State Salary Manual 2011-2012                                                                             General A-10
   Central Office Administrators                                                    Effective July 1, 2011



                     SECTION B
           CENTRAL OFFICE ADMINISTRATORS

I. All Central Office Administrators
 A. DAILY RATE OF PAY
   The daily rate of pay for all central office administrators is based on the actual number of
   weekdays in the month of service.
   Daily rates are calculated as follows:
           Monthly salary (with supplement) ÷ Number of workdays in the month (20, 21,
           22, 23) = Daily rate of pay.
 B. ADVANCED DEGREE SUPPLEMENT
   A person holding an advanced license, (S, AP, AS) or a doctoral license, (D, DP, DS)
   shall be paid an additional monthly supplement, as noted in the Salary Schedules.




II. Superintendents
 A. DEFINITION-SUPERINTENDENT
   Effective July 1, 2001, G.S. 115C-271 as amended by SB 378 states that a superintendent
   is a person who is:
       •   appointed by the local board of education in accordance with G.S. 115C-271 and
       •   verified by the State Board of Education as to their eligibility to serve.
   NOTE: A superintendent is not required to hold a NC Professional Educator’s License.
   Under special circumstances a superintendent may meet alternative criteria. See State
   Board Policy TCP-A-001, 1.20 Type of Licenses.

 B. SALARY BASIS SUPERINTENDENT
   Superintendents are paid within salary ranges determined by the average daily
   membership (ADM) of the local education agency to which they are assigned. State funds
   used for the Superintendents salary may not exceed the maximum of the range. For a list
   of ranges, see the Salary Schedules.
   ADM - ADM is based on the number of days in membership for all students in the
   individual LEA divided by the number of school days in the term - usually a school
   month or school year.



   State Salary Manual 2011-2012                                         Central Office Administrators B-1
   Central Office Administrators                                                     Effective July 1, 2011




   The local boards of education determine placement within the ADM salary ranges.
   101 rule no longer valid.
   Effective July 1, 1993, the state requirement that the superintendent of each local
   education agency will be compensated at an amount that is at least one percent (1%)
   greater than the highest paid principal in that same unit is no longer valid.
   However, superintendents whose salaries were established under this provision during the
   1992-93 school year will continue to have their salary established based on this provision
   provided that:
       •   they are employed as superintendent of the LEA in which they were employed
           during 1992-93 and
       •   there is a principal employed in that LEA whose salary exceeds that of the current
           superintendent.
   NOTE: Each LEA is responsible for assigning its superintendent's salary. For assistance
   with the 101 Rule, please contact the School Reporting Section.




III. Associate/Assistant Superintendents
 A. DEFINITION ASSOCIATE SUPERINTENDENT
   An associate superintendent is a person who is designated by a local board of education
   as next in line of authority to the superintendent. This person must hold a
   superintendent’s license (‘AS’ or ‘DS,’ license area 00011) and either:
       •   a principal’s license (‘AP’ or ‘DP,’ license area 00012) or
       •   a curriculum instructional specialist (supervisor) license at the advanced level (‘S’
           or ‘D,’ license area 00113).
   See exceptions to the licensure requirements in Section B III.C.
 B. DEFINITION ASSISTANT SUPERINTENDENT
   An assistant superintendent must hold:
       •   a superintendent’s license (‘AS’ or ‘DS,’ license area 00011), or
       •   a principal’s license (‘P’, ‘AP, or ‘DP,’ license area 00012), or
       •   a curriculum instructional specialist (supervisor) license (‘M’, ‘S’ or ‘D,’ license
           area 00113), and
       •   is designated by a local board of education that has not designated an associate
           superintendent as next in line of authority to the superintendent.
   See exceptions to the licensure requirements in Section B III.C.




   State Salary Manual 2011-2012                                          Central Office Administrators B-2
  Central Office Administrators                                                    Effective July 1, 2011



C. EXCEPTIONS TO ASSOCIATE AND ASSISTANT SUPERINTENDENT’S
   LICENSURE REQUIREMENTS
  The licensure requirements for associate superintendents and assistant superintendents
  are not applicable for the following positions:
      •   Associate Superintendent for :
             - Fiscal Management ,or
             - Personnel Management ,or
      •   Assistant Superintendent for:
             - Fiscal Management (budget code 6610-002-113), or
             - Personnel Management (budget code 6620-002-118).
  Those designated in these positions should hold one of the following:
      •   a school administrator’s degree,
      •   a business degree,
      •   an accounting degree, or
      •   a degree in a related field.

D. SALARY BASIS - ASSOCIATE AND ASSISTANT SUPERINTENDENTS
  Associate and assistant superintendents are assigned to a School Administrator I-VII
  category by the local board of education. Salary determination shall be made by the local
  board of education within the salary range, corresponding to the school administrator
  assignment. For a list of ranges, see the Salary Schedules.
  NOTE: The range maximums do not include advanced, doctoral, or local supplements.
  The following positions shall be assigned to a School Administrator I-VII category:
      •   Associate and assistant superintendents in positions requiring professional
          licenses issued by the Licensure Section
      •   Associate Superintendents for
              o Fiscal Management,
              o Personnel Management; and
              o General Business Support
      •   Assistant Superintendents for
              o Fiscal Management,
              o Personnel Management,
              o Auxiliary Services, and
              o General Business Support




  State Salary Manual 2011-2012                                         Central Office Administrators B-3
   Central Office Administrators                                                     Effective July 1, 2011



IV. Supervisors, Directors, Coordinators, and Finance
    Officers
 A. DEFINITIONS - SUPERVISOR, DIRECTOR OR COORDINATOR
   A supervisor, director, or coordinator:
       •   is designated by the local board of education to work throughout the LEA to
           provide leadership in improving programs and quality of instruction and
       •   must hold a license appropriate to the area of assignment:
               o 00077 Instructional Technology Specialist - Computers,
               o 00078 Media Supervisor,
               o 00113 Curriculum Instructional Specialist,
               o 00711 Career Technical Director, or
               o 88099 Exceptional Children Program Administrator.
 B. SALARY BASIS - SUPERVISOR, DIRECTOR OR COORDINATOR
   Supervisors, directors, coordinators, and finance officers are assigned to a School
   Administrator I-VII category by the local board of education. For a list of ranges, the
   Salary Schedules.
   Salary determination shall be made by the local board of education within the salary
   range, which corresponds to the school administrator assignment.
   NOTE: The range maximums do not include advanced, doctoral, or local supplements.
 C. POSITIONS
   The following positions are assigned to a School Administrator I-VII category:
       •   supervisors, directors, and coordinators in positions requiring professional
           licensure issued by the Licensure Section and
       •   all finance officers.
 D. LICENSURE REQUIREMENTS FOR GENERAL ADMINISTRATION
   A supervisor/director for general administration of specific educational programs may
   hold a school administrator ‘P’ license as a requirement for salary licensure, in place of
   the ‘SG’ (supervisor/director) license.




   State Salary Manual 2011-2012                                          Central Office Administrators B-4
   Central Office Administrators                                                    Effective July 1, 2011



 E. NON-CERTIFIED SUPERVISORS AND DIRECTORS
   The following non-certified supervisor and director positions shall be paid within the
   ranges of the appropriate non-certified salary schedules in Section E:
       •   Maintenance Personnel:
              o Carpenter Supervisor,
              o Custodian Supervisor I-III,
              o Electrician Supervisor I-II,
              o Floor Maintenance Supervisor,
              o Grounds Supervisor I-II,
              o HVAC Supervisor, or
              o Maintenance Supervisor/Director I-X;
       •   Child Nutrition Personnel:
              o Child Nutrition Supervisor,
              o Child Nutrition Director I-II; or
       •   Transportation Personnel:
              o Supervisor or
              o Transportation Director I-X.




V. Charter Schools
   Charter schools may use definitions similar to those outlined in this section, but they are
   not required to adhere to licensing requirements.




   For a list of salary ranges, see the Salary Schedules.




   State Salary Manual 2011-2012                                         Central Office Administrators B-5
School Based Administrators                                                             Effective July 1, 2011


                            SECTION C
                  SCHOOL BASED ADMINISTRATORS
               PRINCIPALS AND ASSISTANT PRINCIPALS

 I. All School Based Administrators
    A. DAILY RATE OF PAY
        The daily rate of pay for school based administrators is based on the number of actual
        weekdays in the month of service and is calculated as follows:
                Monthly salary ÷ number of weekdays in the month (21, 22, 23) = daily rate of
                pay.
        Administrators who are split between a position that is calculated based on the actual
        days in the month and a position that is based on the standard 21.5-days per month have
        their daily rate calculated on the standard 21.5-days.
        EXAMPLE: An employee serves 50% of the day as a teacher (21.5 day basis) and 50%
        of the day as an assistant principal (actual number of week day basis). This employee’s
        daily rate is calculated on the 21.5 days per month formula.
    B. SALARY BASIS - SCHOOL BASED ADMINISTRATORS
        1. ABCs and Safe Schools Salary Incentives Schedule
        New ABCs and Safe Schools Salary Incentives are no longer awarded. Principals and
        Assistant Principals who earned ABCs of Public Education Program accomplishments
        and for maintaining a safe and orderly school for the 1997-1998 through 1999-2000
        school year(s) will continue to be paid on the salary schedule with any incentives that
        they earned during that time. This incentive is added to the base salary and continues to
        be paid if the principal or assistant principal moves to a different school.
        Accomplishments earned after the 1999-2000 school year are not added to the principal
        or assistant principal base salary.
        2. Service requirements for ABCs and/or Safe Schools eligibility
        A school based administrator who served in one school for at least eight (8) months (any
        percentage) qualifies for ABCs and/or safe schools salary incentives for any year the
        school met or exceeded its goals from 1997-1998 through 1999-2000.
        A school based administrator serving in more than one school qualifies for 2000-2001
        salary incentives, if he/she served at least eight (8) full-time equivalent months as a
        school based administrator for any year in which the school(s) met or exceeded its goals.




State Salary Manual 2011-2012                                                     School Based Administrators C-1
School Based Administrators                                                               Effective July 1, 2011


    C. SALARY SCHEDULE PLACEMENT - BASE PAY
        A principal or an assistant principal is assigned a salary on the base salary schedule if he
        or she:
                •  did not serve as an assistant principal or principal during the 1997-1998
                   through 2000-2001 school years, or
                • served as a school based administrator at a school(s) which did not meet or
                   exceed its ABCs or Safe Schools objectives for any school year between
                   1997-1998 and 1999-2000, or
                • did not meet the service requirement (see page C-1) as a school based
                   administrator in a school(s) meeting or exceeding its ABCs or Safe Schools
                   objectives.
        NOTE: school-based administrators (i) employed during the 2009-2010 school year who
        did not work the required number of months to acquire an additional year of experience
        and (ii) employed during the 2010-2011 school year in the same classification (same
        teacher count and same school) shall not receive a decrease in salary as otherwise would
        be required by the salary schedule.

        A principal shall be placed on the step on the salary schedule that reflects the total
        number of years of experience as a certified employee of the public schools and an
        additional step for every three years of experience as a principal. However, a principal
        who acquires an additional step during the 2011-2012 or 2012-2013 fiscal years shall not
        receive a corresponding increase in salary during the 2012-2013 fiscal biennium (2011
        House Bill 200).
    D. SALARY SCHEDULE PLACEMENT - ABCS AND SAFE SCHOOLS
        A principal or assistant principal shall continue to receive any additional State-funded
        percentage increases earned for the 1997-1998, 1998-1999, and 1999-2000 school years
        for improvement in student performance or maintaining a safe and orderly school. The
        level of the percentage increase is reflected in the 7th digit of the pay level.


           Salary                                                                    7th Digit on
          Schedule                              Criteria                            Lic/Sal system

                       Did not meet or exceed ABCs or Safe Schools objectives
            Base       for any school year between 1997-98 and 1999-2000.               Nothing


                   Met or exceeded one ABCs or Safe Schools objective for
         Base + 1% any school year between 1997-98 and 1999-2000.                          A


                   Met or exceeded two ABCs and/or Safe Schools
         Base + 2% objectives for any school year between 1997-98 and                      B
                   1999-2000.



State Salary Manual 2011-2012                                                       School Based Administrators C-2
School Based Administrators                                                              Effective July 1, 2011


                   Met or exceeded three ABCs and/or Safe Schools
         Base + 3% objectives for any school year between 1997-98 and                     C
                   1999-2000.

                   Met or exceeded four ABCs and/or Safe Schools
         Base + 4% objectives for any school year between 1997-98 and                     D
                   1999-2000.

                   Met or exceeded five ABCs and/or Safe Schools
         Base + 5% objectives for any school year between 1997-98 and                      E
                   1999-2000.

                       Met or exceeded all ABCs and Safe Schools objectives
         Base + 6%                                                                         F
                       for all school years between 1997-98 and 1999-2000.


    E. ADVANCE AND DOCTORAL DEGREE SUPPLEMENT
        A principal or an assistant principal who earns an advanced or doctoral license will
        receive an additional monthly supplement as indicated on the principal or assistant
        principal salary schedule. This supplement will be effective the first day of the pay
        period, beginning the same month as the license effective date.


 II. Principals
    A. MONTHLY SALARY
        Principals are paid monthly according to:
                •   Teacher Count - The number of state-funded and ARRA PRC 140 funded
                    teachers, student services personnel, and assistant principals employed at their
                    school;
                •   Years of Experience - The total number of years of experience on their
                    teaching license, plus one additional year of credit for every three years on
                    their principal's license, provided, however, a principal who acquires an
                    additional step during the 2011-2012 or 2012-2013 fiscal years shall not
                    receive a corresponding increase in salary during the 2012-2013 fiscal
                    biennium (2011 House Bill 200);
                •   ABCs - Achievements in the ABCs of Public Education Program for school
                    years 1997-1998 through 1999-2000;
                •   Safe Schools - Achievements for maintaining a safe and orderly school in
                    accordance with goals set by the local board of education for school years
                    1997-1998 through 1999-2000; and
                •   Education level as determined by their highest license designation.




State Salary Manual 2011-2012                                                      School Based Administrators C-3
School Based Administrators                                                              Effective July 1, 2011



        See the Salary Schedules for a list of Principal salary ranges.
        1. Determining teacher count
                State-funded Teacher Count Based On:
                Each specific school/principal is assigned a teacher count based on the number of
                state-funded and ARRA PRC 140 funded teachers, student services personnel,
                and assistant principals who have at least 5 months of service reported at that
                specific school. (See MOS REPORTED column on Employee Roster). This
                includes all fund 1 certified employees except object 114,125 and 126. This
                calculation includes BUD transactions made throughout the year. (See exception
                below for alternative schools, innovative high schools, and early colleges).
                        HOW TO COUNT ONLY STATE FUNDED & FEDERALLY
                        FUNDED PRC 140 EMPLOYEES ACCORDING TO EMPLOYEE
                        ROSTER:
                      1. Under MOS REPORTED column, verify that the employee has at least 5
                         months reported at that specific school and that their license has not
                         expired.
                      2. According to the PCT EMPL column, assign a value of (1.0) to those
                         employees that are full-time (100% employed) or a percentage (.50, .40,
                         etc…) to part-time employees according to their percentage employed
                         (i.e. 50%, 40%, etc.).
                      3. Add all full and part-time employees that qualify together to determine
                         the total number of teachers. If needed, round to the nearest whole
                         number (fifty percent or greater is rounded up and forty-nine percent or
                         lower is rounded down) to get the teacher count.
                 Part-time is defined as a position employed less than 100% for at least 5 months.
                EXAMPLE: If the state-funded teacher, student services personnel, and assistant
                principal count TOTAL is 11.5, the principal’s salary shall be based on 12
                teaching positions.
                NOTE: Salaries are re-calculated automatically at the end of the 3rd, 7th and 11th
                pay periods, retroactive to the 1st pay period.
              Alternative Schools, Early Colleges, and Innovative High Schools: Exception
                The beginning classification for principals in Alternative Schools, Early
                Colleges and Innovative High Schools (as defined in SL2005-0276 (SB
                622 Section 7.2)) shall be the Principal III level. Principals in these
                schools who supervise 33 or more state-funded teachers, student services
                personnel, and assistant principals shall be classified according to the
                number of these individuals supervised.



State Salary Manual 2011-2012                                                      School Based Administrators C-4
School Based Administrators                                                                   Effective July 1, 2011

                NOTE: Individuals without a principal’s license serving as building
                principals for alternative schools are to be paid in accordance with Section
                C II.D on page C-7.
              Reduction in Teacher Count
                House Bill 200 (Session Law 2011-145) Section 29.13.(f) states that if a principal
                is reassigned to a lower job classification because the principal is transferred to a
                school within a local school administrative unit with a smaller number of State-
                allotted teachers, the principal shall be placed on the salary schedule as if the
                principal had served the principal's entire career as a principal at the lower job
                classification.
                Therefore, the State will not hold harmless principal salaries. The LEA may hold
                the principal’s salary harmless using local funds.
        2. Determining years of experience
        An additional year of credit for three years of principal experience is not subject to
        rounding.
        EXAMPLE:                8 years of experience on ‘P’ license ÷ 3 = 2.66
                                2.66 equals 2.00 for salary schedule experience purposes
        Verify years on principal license
        The number of years on the principal’s license must be verified through the Licensure
        Section.
    B. TRANSFERS IN MERGED SYSTEMS
        The rate of state pay for a principal who is transferred to a principal’s position:
                •   within a school system that has been created, or will be created, by merger
                    and,
                •   in a school with fewer state-allotted teachers
        will not be reduced for one calendar year following the date of the merger or
        reassignment.
    C. PRINCIPALS IN NEW SCHOOLS
        Principals assigned to a new school may be employed prior to the opening of the school.
        Salaries for these principals will be calculated based on the projected teacher count. This
        does not apply to principals assigned to alternative schools, innovative high schools and
        early colleges, who will be paid according to the Principal III salary schedule.
        NOTE: Documentation of the projected teacher count must be submitted to the School
        Reporting Section prior to the salary assignment. Additionally, if funds are available,
        LEAs will be allowed to employ a principal four months prior to the opening of the
        school. The allotment must be approved by the DPI Allotment Section prior to
        certification of the salary.
State Salary Manual 2011-2012                                                       School Based Administrators C-5
School Based Administrators                                                                 Effective July 1, 2011




    D. PRINCIPAL ALLOTMENT REQUIREMENTS
        Section 7.14.(a) Session Law 2011-145
        A school with less than 100 students in final average daily membership is not entitled to
        12 months of employment for a principal.


    E. BUILDING PRINCIPALS
        A teacher employed as a building principal according to this regulation shall be paid:
                •       at the appropriate pay level on the Principal I salary schedule;
                •       based upon total years of experience on their teacher's license, with no extra
                        credit for years on their principal's license;
                •       achievements in the ABCs of Public Education program for years 1997-1998
                        through 1999-2000;
                •       maintenance of a safe and orderly school in accordance with goals set by the
                        local board of education for the school years 1997-1998 through 1999-2000;
                        and
                •       at the scheduled monthly rate of pay for ten months.

        Notify DPI
        The School Reporting Section must be notified in writing with the name and social
        security number of the teacher designated as the building principal for appropriate salary
        assignment. Failure to provide notification will result in a salary audit exception.
                    •    Experience credit
                         Experience as a building principal is not added to the ‘P’ principal license.
                    •    Budget code
                         Building principals are coded 5110-001-121.
                    •    Advanced degree supplement
                         A person serving as a building principal and holding an advanced or
                         doctoral license shall be paid an additional monthly supplement as noted on
                         the state salary schedule for principals with 0-10 teachers.




State Salary Manual 2011-2012                                                         School Based Administrators C-6
School Based Administrators                                                               Effective July 1, 2011


 III. Assistant Principals
    A. MONTHLY SALARY - ASSISTANT PRINCIPALS
            Assistant principals are paid monthly according to:
                •   Years of Experience - the total number of years of experience on their
                    teaching license;
                •   ABCs - achievements in the ABCs of Public Education program for years
                    1997-1998 through 1999-2000;
                •   Safe Schools - maintenance of a safe and orderly school in accordance with
                    goals set by the local board of for the school years 1997-1998 through 1999-
                    2000; and
                •   Education - their education level as determined by their highest license
                    designation.
            See the Salary Schedules for Assistant Principals salary ranges.
        NOTE: An additional year of credit is not given for every three years on the educator's
        principal license.
    B. NO PAY DECREASE FOR TEACHERS THAT BECOME ASSISTANT
       PRINCIPALS
        Session Law 2009-451, Section 7.22.(a)
        A teacher or instructional support personnel who are paid on the teacher salary schedule
        and becomes an assistant principal, without a break in service, shall be paid on a monthly
        basis at least as much as he or she would earn as a classroom teacher employed by that
        local school administrative unit. However, if the last assignment was not as a classroom
        teacher, the individual is not eligible to receive NBPTS differential as an Assistant
        Principal.
        This section becomes effective July 1, 2009, and applies to all persons initially employed
        as assistant principals on or after that date.
    C. SUMMER SCHOOL MONTHLY SALARY
        Assistant principals, who serve as either assistant principals or as lead teachers during the
        summer school period, will receive the same monthly salary for the summer school
        assignment as they received during the regular school term.
        NOTE: A non-teaching assistant principal can be employed when 10 or more teachers
        are employed to work at a specific summer school.
    D. PROVISIONAL ASSISTANT PRINCIPAL’S LICENSE
        A local school administrative unit may employ a person who is provisionally certified as
        an assistant principal.
        To qualify for a one-year provisional assistant principal’s license issued by the Licensure
        Section, one of the following conditions must be met:

State Salary Manual 2011-2012                                                      School Based Administrators C-7
School Based Administrators                                                               Effective July 1, 2011

                •   the local school board determines there is a shortage of persons who hold or
                    are qualified to hold a principal’s certificate and the employee enrolls in an
                    approved program leading to a master’s degree in school administration
                    before the provisional license expires or
                •   the employee is enrolled currently in an approved master’s of education
                    program in school administration and is participating in the program’s
                    required internship.
        Provisionally licensed assistant principals do not qualify for 1% or 2% bonus award for
        achievements on ABC of education program and safe schools (applicable to the 1997-98
        through 1999-2000 school years only).
        The license area is the same as a principal, 00012, however, the class code will be ‘PP’ to
        designate a provisional assistant principal license.
        A provisional assistant principal’s license can be extended up to two additional years
        while the employee completes the approved education program leading to a master’s
        degree in school administration. Contact the Licensure Section for details on how to
        obtain and extend a provisional principal’s license.
        1. Salary basis - Provisional Assistant Principals
            Provisionally licensed assistant principals are paid the higher of:
                •   their teacher rating on the teacher schedule
                •   or the first step of the assistant principal salary schedule ($3,781 per month).
                    (See the Salary Schedules for assistant principal salary ranges)
            NOTE 1: Provisionally licensed assistant principals who currently hold National
            Board for Professional Teaching Standards (NBPTS) certification and who were
            employed during the previous year, in a position where they were paid NBPTS
            differential, are eligible to keep their NBPTS pay. Otherwise, provisionally licensed
            assistant principals cannot be certified on the NBPTS Salary Schedule.
            NOTE 2: If a teacher who is licensed in ROTC and received experience years based
            on military service, receives an Assistant Principal license, the military years of
            service may not transfer on the Assistant Principal license. Call the Licensure Section
            to see if the years will be removed or credited.
            NOTE 3: When a provisionally licensed assistant principal earns a masters degree,
            thereby clearing the principal certification area, the assistant principal will move to
            the assistant principal salary schedule and the salary will change accordingly. This
            change will be effective the first day of the pay period, beginning the same month as
            the license certification effective date, unless the degree is earned after April 1. If
            earned after April 1, the move to Assistant Principal salary schedule will be effective
            July 1 of the following year. (i.e. Masters is earned 3/15, the effective date of the
            move to the Assistant Principal schedule will be 3/1. If the master’s is earned 5/20,
            the effective date of the move to the Assistant Principal schedule will be 7/1 of the
            following year).



State Salary Manual 2011-2012                                                       School Based Administrators C-8
School Based Administrators                                                              Effective July 1, 2011

        2. Budget code - Provisional Assistant Principals
            Provisionally licensed assistant principals are to be coded to 5400-005-117.
        3. Benefits - Provisional Assistant Principals
            Provisionally licensed assistant principals have benefits as described for public school
            employees in the School District Personnel Support Manual.
    D. ADMINISTRATIVE INTERNS (MSA): FULL-TIME STUDENTS
        Administrative interns are students in an approved full-time master’s degree program in
        school administration and are participating in their required internship at a school unit.
        Full-time students serving their internship are not required to have a North Carolina
        Educator’s License.

        1. Notification
            The school of education where the intern participates in a full-time master’s in school
            administration (MSA) program shall supply transcripts for verification of eligibility
            to the Department of Public Instruction.
            DPI will notify the LEA Finance Officer of the approved MSA intern(s) and the
            dollars allotted for interns (PRC 067).
        2. Budget Code
            Full-time MSA (Master’s of School Administration) students serving internships
            under this provision are to be coded 5400-067-117.
        3. Benefits
            Full-time MSA interns do not earn sick leave, annual leave, personal leave, holiday
            leave, retirement, or longevity, but do qualify for FICA.
            Full-time MSA interns receive the full beginning salary on the Assistant Principal
            salary schedule regardless of any sick leave, annual leave, personal leave or holiday
            leave taken.
            Participants in the MSA program do not qualify for unemployment benefits.
            NOTE: An administrative intern may NOT be in a full time MSA program and at the
            same time work in a state funded position.




State Salary Manual 2011-2012                                                     School Based Administrators C-9
School Based Administrators                                                            Effective July 1, 2011

    E. PRINCIPAL FELLOWS PROGRAM
        1. Salary Basis Administrative Interns
            Administrative interns in the Principal Fellows Program shall receive up to a 10-
            month stipend that shall not exceed the difference between the beginning salary of an
            assistant principal ($3,781) plus tuition & fees ($4,100) and any fellowship funds
            received by the intern as a full-time student, including awards of the Principal
            Fellows Program. (SL 2011-145, 29.13.(g))
                  Intern Compensation
                    Asst. Principal Beg. Salary    $   37,810
                    Fees & Tuition                       4,100
                                                   $    41,910
                  Funding
                    PFP                    60%     $   22,686
                                                         4,100
                                                   $    26,786

                     DPI                   40%     $   15,124
                                                   ($1,512/month)
        2. Budget code
            Principal Fellows are to be coded to 5400-066-117. Principal Fellows are 10-month
            employees, not eligible for installment pay.
        3. Additional Principal Fellows Information– 1st and 2nd Year
            The following information describes the status of an individual during each year of
            the Principal Fellows Program (PFP) as related to personnel and finance issues.
        Year 1 Principal Fellows:
           1) Are on a leave of absence without pay from his / her LEA during both years of the
               fellowship.
           2) Receive $30,000.00 of a scholarship / loan during the first year. The NC State
               Education Assistance Authority issues the funds at the beginning of the fall and
               spring semester to the financial aid departments of the Fellows’ university.
               Tuition and fees are taken out, and the balance is made available through the
               financial aid offices for living expenses.
           3) Does not earn annual, personal, sick, or holiday leave or longevity during either
               year of the fellowship.
           4) Participants do not qualify for unemployment benefits during either year of the
               fellowship.
           5) Retirement account is on hold during the two year fellowship, although they may
               choose to contribute while in the program or buy back the Fellowship years after
               returning to service.

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            6) Teaching license is on hold – no experience is earned for the first year of the
               Fellowship. The Fellow is responsible for keeping the license active / current
               while on the leave of absence.
            7) Individual health insurance premium for both years is paid by the LEA granting
               the leave of absence; however, the Fellow pays additional costs for a family plan
               or co-pays to an HMO.
            8) May participate in any local benefits both years of the fellowship, e.g. life
               insurance, dental insurance, as allowed by the LEA.

        Year 2 Principal Fellows:
           1) Are on a leave of absence without pay from his / her LEA during both years of the
               fellowship.
           2) Receive 60% of a current beginning assistant principal monthly salary multiplied
               by 10, plus $4,100. This amount is divided in half and dispersed from the NC
               State Education Assistance Authority twice per year to each Fellow’s campus
               financial aid office at the beginning of each semester (fall and spring). Tuition
               and fees are subtracted from the amount. The balance can be accessed by Fellows
               for remaining expenses.
               Separate and in addition to the scholarship loan, second year Fellows receive a
               stipend through the NC Department of Public Instruction in the amount of 40% of
               a current beginning assistant principal monthly salary multiplied by 10. The
               money will be allotted from the NC Department of Public Instruction to each
               Fellow’s internship school system during the internship year’s first or second
               allotment. School finance officers will be informed via the Finance Officer’s
               Weekly Newsletter the correct PRC for the Fellow. Each Fellow will then receive
               a monthly check from the internship school system of the amount less all
               applicable taxes. Federal, State, and FICA taxes are deducted from the stipend.
               No other benefits are paid from the stipend.
           3) Does not earn annual, personal, sick, or holiday leave or longevity during either
               year of the fellowship.
           4) Participants do not qualify for unemployment benefits during either year of the
               fellowship.
           5) Retirement account is on hold during the two year fellowship, although they may
               choose to contribute while in the program or buy back the Fellowship years after
               returning to service.
           6) One year of experience is earned on the teaching license for completion of the
               internship – the year is added at the request of the NC Principal Fellows Program
               to the Licensure Section at NCDPI upon completion of requirements as agreed
               upon by the Principal Fellows Program and the NCDPI.
           7) Individual health insurance premium for both years is paid by the LEA granting
               the leave of absence; however, the Fellow pays additional costs for a family plan
               or co-pays to an HMO.
           8) May participate in any local benefits both years of the fellowship, e.g. life
               insurance, dental insurance, as allowed by the leave of absence granting LEA.



State Salary Manual 2011-2012                                                  School Based Administrators C-11
Teacher and Student Services                                                              Effective July 1, 2011



                               SECTION D
                      TEACHER AND STUDENT SERVICES

  I. All Teacher and Student Services Personnel
    A. DAILY RATE OF PAY
        The following employees have their daily rate of pay based on 21.5 days regardless of the
        number of week days in the month of service:
                 •   all teachers,
                 •   all student services personnel, and
                 •   all employees in split position where one of the positions is based on a 21.5-
                     day daily rate.
        EXAMPLE: An employee serves 50% of the day as a teacher (21.5 day basis) and 50%
        of the day as an assistant principal (actual number of days in month basis). This
        employee’s daily rate is calculated on 21.5 days per month.
        NOTE: The term “daily rate of pay” for the purpose of General Statute 115C-12(8) or
        for any other law or policy governing pay or benefits (i.e. Annual Leave Payout) based
        on the teacher salary schedule shall not exceed one twenty-second (1/22) of a teacher’s
        monthly rate of pay.
    B. SALARY BASIS
        1. Teachers, school counselors, school social workers, and media coordinators
                 Those employed with the Public Schools of North Carolina are assigned a salary
                 on the appropriate classroom teacher salary schedule according to the class level
                 of their license, experience level, and area of assignment. (See Salary Schedules)
        2. Audiologists, school psychologists, and speech-language pathologists
                 Session Law 2011-145 29.12.(d)(e) – Step 5
                 Those employed with the Public Schools of North Carolina are paid on the "M"
                 teacher salary schedule, with 5 years of experience on the "M" teacher salary
                 schedule corresponding to 0 years of experience as an audiologist, school
                 psychologist or speech-language pathologist. (For exceptions, see Section D IV).
                 (See the Salary Schedules for salary ranges)
        3. School Nurses
                 For the salary basis of school nurses, see Section D V.




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    C. SALARY SCHEDULE PLACEMENT
        Certified salary at highest license level and greatest years of experience
        Effective July 1, 2000, if an individual in a teaching or student services position holds at
        least one license area beyond the ‘A’ level then that individual’s salary is certified at his
        or her highest education level of licensure.
        Rule: This rule applies even if the educator is assigned to an area other than the one with
        the highest-class level.
        EXCEPTION:
            1. YEARS OF EXPERIENCE: If the employee has a Career Technical Education
               or Student Services area and another teaching area, other than Career Technical
               Education or Student Services, with different years of experience, the employee
               shall be paid according to the years of experience in the area of assignment.
            2. Certification for audiologists, speech-language pathologists, and school
               psychologists follows procedures in Section D IV.
    D. ADVANCED DEGREE SUPPLEMENT
        If an individual in a teaching or student services personnel position has earned an
        advanced or doctoral license s/he will receive an additional monthly supplement, of:
             •   $126 per month for an advanced license and
             •   $253 per month for both an advanced license and a doctorate license.

        NOTE: An advanced degree is a 6th year degree, 30 hours beyond the masters. The
        college/university makes the distinction if the degree qualifies as advanced.


        Effective Date For Salary Purposes
        For salary purposes, ALL degrees above the bachelor’s level that are earned:
            •    on or after April 1 of the current school year will become effective July 1
                 of the upcoming school year or
            •    prior to April 1 of the current school year will become effective in the
                 same pay period as the license effective date.
        EXAMPLE: The license area effective date of a doctorate degree is 11/15 (as shown on
        the Employment Inquiry screen). For salary purposes, this doctorate degree will be
        effective for the entire month of November. All November paychecks, retroactive to
        11/1, should reflect the pay increase. If the LEA pay period is from 10/15 – 11/15, the
        pay increase should only apply beginning 11/1 and not 10/15 as the degree was earned
        during the calendar month of November and not October.



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    E. EXTENDED DAY AND EXTRA PAY
        Any work that a teacher does in the confines of the school day, which is established by
        the local board of education, does not constitute extended day and therefore makes this
        time ineligible for extra duty pay.
        State funds may not be used to pay certified instructional personnel for a planning period
        that is outside of the regular instructional day. Therefore, if a school decides to require a
        teacher to teach an additional class and to schedule their planning period after the regular
        instructional day, no State funds may be used to provide additional compensation.
        Extended Day Pay Computation
        The computation of payment for extended day duties for all employees is based on a
        standard number of hours worked per month. The number of hours in a work month can
        be obtained by using the following formula:
                 Formula: Hours per day x days in week = hours per week x weeks in year =
                 hours per year ÷ months in year = hours per month (Hours refer to work hours.)

                   Table:                            Hours Per Month
                                 8.0 X 5 = 40.0      X 52 = 2,080  ÷      12 = 173.33
                                 7.5 X 5 = 37.5      X 52 = 1,950  ÷      12 = 162.50
                                 7.0 X 5 = 35.0      X 52 = 1,820  ÷      12 = 151.66
                                 6.5 X 5 = 32.5      X 52 = 1,690  ÷      12 = 140.83
                                 6.0 X 5 = 30.0      X 52 = 1,560  ÷      12 = 130.00

        Divide the hours of extended-day time worked by the appropriate hours per month from
        the table; multiply this result by the employee’s monthly salary to determine the
        extended-day payment.
                 Example: An employee works in a local education agency that considers 7.5
                 hours a regular workday. Forty (40) hours of extended-day time was worked in
                 November. The regular monthly salary is $2,500.
                 Extended-Day Payment = 40 ÷ 162.50 = 24.62% X $2,500 = $615.50
    F. PROVISIONAL LICENSES: FAILING TO MEET REQUIREMENTS
        When an educator fails to meet the educational requirements for maintaining a
        provisional license, the license will be classified as expired.
        Removal of the provisional area to reinstate the initial license may result in:
            •    ineligibility to serve in the specific capacity and/or
            •    reduction to a lower pay level.




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  II. Teachers
    A. TEACHER BUDGET CODES AND THE ATTACHMENT A
        All budget codes are listed in the Chart of Accounts and the Attachment A document.
        Teachers’ certified salary is coded to one of the following object codes:
                 121 – Classroom Teacher
                 123 - JRROTC
                 124- International Faculty Exchange
        Attachment A provides a list of the licensure requirements for each budget code. If a
        particular budget code is not in the Attachment A document, the salary for the
        employee will not certify. Be sure the budget code is listed specifically in the
        Attachment A document. Requests for codes to be added should be directed to the
        School Reporting Section. This document can be found at "Attachment A". If an
        individual does not have the required educator license required for the budget code, a
        salary audit exception will be created.
    B. NON-EDUCATIONAL MASTER’S DEGREE AND APPLICATION FOR ‘M’
       SUPPLEMENTAL SALARY – FORM G APPROVAL
        Effective July 1, 1993, the Licensure Section began authorizing salary payments on the
        class ‘M’ teacher license for teachers who hold a master’s degree in a non-teaching area
        and the degree is directly relevant to the teacher’s area of assignment. Effective
        November 3, 2005, The Licensure Section began authorizing salary payments on the
        class ‘S’ teacher license for teachers who hold an advanced degree and is directly
        relevant to the teacher’s area of assignment.
        Effective July 1, 2003, a list of individuals by LEA who are currently on the "M"
        salary schedule can be viewed on the website. It is the LEA’s responsibility to review
        the web page and send the list to Licensure for any additions or deletions. For new
        employees who hold a master's or advanced degree in a non-teaching education or for a
        current employee whose area of assignment changes, a Form G - Request for
        Authorization of Graduate Salary must be submitted. This information must be submitted
        early in the new school year for proper placement on the “M”, “S” or “D” salary
        schedule.
        A new Form G must be submitted for each school number assignment. Therefore,
        the “M”, “S”, or “D” salary is only valid for the school on the Form G. The salary
        system may not produce an audit exception until after the June payroll loads, if a
        Form G is not on file for a school number change and the employee is on
        installments. It is the LEA’s responsibility to be sure that the Form G is on file for
        each school number.



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        Licensure will not accept any Form G requests after June 1st for current school year
        graduate pay approvals.
        NOTE: Authorized users can view the list from the Licensure and Salary Info Center
        (http://licsalweb.dpi.state.nc.us) or the Non-Public Professional Experience Info Center.
    C. NBPTS CERTIFICATION
        1. Eligibility for NBPTS Pay
                 Teachers who meet the following criteria are paid based on National Board for
                 Professional Teaching Standards (NBPTS) certification and on the highest-license
                 level outlined in Section D, I, C.
                 The teacher holds a valid certification from the National Board for Professional
                 Teaching Standards (NBPTS), and
                     1. The teacher "spends at least seventy percent (70%) of his or her work
                        time:
                        a. in classroom instruction. Most of the remaining 30% of time should be
                           spent in areas such as mentoring teachers, doing demonstration
                           lessons, writing curricula, developing and leading staff development
                           programs,
                         OR
                         b. media coordinators, guidance counselors and career development
                            coordinators if the employee works 70% of their time in these specific
                            areas.
                 NOTE: If an employee is employed in an area other than classroom instruction
                 (e.g. library/media or school counselor) their license must be clear of any
                 deficiencies to be eligible for the 12% pay differential. Therefore, a classroom
                 teacher cannot be paid the NBPTS differential, if they are working in media, and
                 their media license has deficiencies (e.g. Provisional).
                 Instruction support personnel are not eligible to be paid the National Board for
                 Professional Teaching Standards ( NBPTS) Pay Differential.
                 See the Guidelines for National Board for Professional Teaching Standards
                 (NBPTS) Pay Differential document on the FBS website at
                 www.ncpublicschools.org/docs/fbs/finance/legislation/salarypersonnel/nbptsguide
                 lines.pdf.
                 It is the responsibility of the LEA central office to ensure that the teachers receiving
                 NBPTS pay meet the above criteria. DPI may request documentation and a letter
                 from the central office, substantiating the criteria for NBPTS pay. In the event that
                 DPI concludes that a teacher is not appropriately paid, the LEA will be required to
                 refund the State for the entire amount of the exception.

                 For more information on eligibility please visit the following website:
                 www.ncpublicschools.org/recruitment/nationalboardcertification/application/.

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Teacher and Student Services                                                              Effective July 1, 2011



        2. Salary schedules
                 NBPTS certified personnel serving as teachers who meet the criteria above are
                 paid from the NBPTS certified salary schedules.
        3. Budget codes
                 The same budget codes are used for NBPTS certified teachers as used for non-
                 NBPTS teachers.
        4. Pay Indicator
                 Individuals with salaries certified on the NBPTS salary schedule will have an ‘N’
                 in the seventh digit of the pay level.
                 EXAMPLE: Mary Smith is a teacher with NBPTS certification, ‘M’ license, and
                 ten years of experience. Her pay level will be assigned by DPI as M 10 N.
        5. Effective Dates
                 For pay purposes, the effective date is July 1 of the school year that NBPTS
                 certification is earned. NBPTS certificates will expire according to the expiration
                 date listed on the NBPTS certificate.
                 EXAMPLE: Mary Smith is notified in November of 2007 that she has become
                 NBPTS certified. She will be paid from the NBPTS salary schedule effective July
                 1, 2007. Her certificate will expire in November of 2017 and will need to be
                 renewed as of this date in order to continue to receive payment for NBPTS in the
                 2017 school year after the November expiration date.
        6. NBPTS candidate funding
                 Beginning in 2010-2011, assessment fees will no longer be funded by the state.
                 Candidates may receive a loan through the State Education Assistance Authority
                 for the NBPTS assessment fee. Eligibility for receiving a loan and the three days
                 (3) days of paid leave is based on the candidate:
                     (1) Having completed three full years of teaching in a North Carolina public
                         school; and
                     (2) Having (i) not previously received State funds for participating in any
                         certification area in the NBPTS program, (ii) repaid any State funds
                         previously received for the NBPTS certification process, or (iii) received a
                         waiver of repayment from the State Board of Education.
                 The candidate will have three years to pay the assessment fee back to the State
                 Education Assistance Authority. The candidate will receive up to three (3) days
                 of paid leave, to be scheduled and approved by the candidate’s supervisor, to
                 participate in the NBPTS program. This leave should be coded as leave with
                 pay.
        It is the responsibility of the LEA to determine funding eligibility of NBPTS candidates.

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Teacher and Student Services                                                               Effective July 1, 2011


        7. Substitute Code
                 The substitute used for the NBPTS candidate’s leave should be paid under PRC
                 011 and coded to either object code 163, 164 or 166, consistent with how the
                 teacher is normally coded.
        8. Additional information
                 For further information on National Board Certification contact the North
                 Carolina Program Coordinator for National Board Certification or visit the
                 website at www.ncpublicschools.org/recruitment/nationalboardcertification/ or
                 www.nbpts.org.
    D. CAREER TECHNICAL TEACHERS
        Years of Experience
                 When a classroom teacher is re-assigned to:
                     •  a career technical teaching position and
                     •  has more years of experience (due to creditable work experience) in the
                        career technical license area than in the academic area
                 placement on the salary schedule shall be in accordance with work experience
                 granted in the career technical license area.
                 If the teacher then returns to a regular classroom teaching position, he/she will be
                 paid in accordance with the years of experience in the academic area.
                 Effective July 1, 1999, local education agencies can pay career technical teachers
                 holding a limited license from PRC 001. Please contact the salary analysts to
                 certify their salaries in PRC 001.
    E. ROTC INSTRUCTORS
        The contracts between the military and LEAs for the Junior ROTC programs require that
        ROTC instructors are compensated at their military active duty pay level. ROTC
        instructors should be coded to 5110-001-123.
        1. Military contract formula
            The formula for determining the salary is as follows:
                 1. Active Duty Pay - Military Retirement = Difference to be compensated.
                 2. Difference to be compensated =
                        • 50% paid from
                           o LEA local funds or
                           o State funding from identified state allotted teaching positions
                               (based on license and years of experience), and 50% paid by the
                               military.
            If the total compensation based on the military contract formula is less than what an
            individual would earn on the state salary schedule (based on the license rating), the

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Teacher and Student Services                                                               Effective July 1, 2011


            local school system MUST add funds to compensate the instructor at the state salary
            level.
        3. Experience
                 The Licensure Section will award up to 10 years of educator experience for
                 military service (based on a minimum of 20 years of retirement from the military).
                 This military experience credit may not be transferable to other teaching licenses
                 (e.g. Assistant Principal, math etc). Check with the Licensure Section.
                 Credit will be given for teaching experience in the public schools on a year-for-
                 year basis.
        NOTE: Questions and answers on military leave can be found online at
        www.ncpublicschools.org/fbs/finance/legislation/salarypersonnel/military.
        4. Use of a state-allotted position for a ROTC instructor
                 State regulations permit:
                 • identification of a state-allotted teaching position (no additional positions are
                     provided and no career technical funds can be used) and
                 • use of that position to pay a Junior ROTC instructor provided the LEA
                     employs another teaching position using local funds to replace the use of the
                     state-allotted position.
    F. DRIVER TRAINING TEACHERS
        The workday for driver training teachers who hold teaching licenses will be the same as
        for all certified teachers as established by the local board of education. The teachers are
        to be paid based on the certified salary schedules and coded as a classroom teacher. If the
        teacher holds a NC teaching license and is a retiree, their salary can be negotiated.
        Driver training teachers who only hold DMV certificates, not a driver training
        educator license, must be coded to 5110-012-148 and their salaries can be negotiated
        as well.
    G. MENTORS
        The State Board of Education has adopted a policy (TCP-A-004) requiring each initially
        licensed teacher to be assigned a qualified, well-trained mentor as soon as possible after
        employment. Mentors are assigned to assist initially licensed teachers during their first 3
        years of employment in a North Carolina public school system. This policy was
        developed in response to the requirements of the Excellent Schools Act of 1997.




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            Compensation
                 Mentor teachers are assigned to provide support and assistance to beginning
                 teachers. No funding was provided by the North Carolina General Assembly in
                 the 2011 - 2012 fiscal year for the purpose of mentoring. Each local school
                 administrative unit determines the amount of compensation paid to school based
                 teachers serving as mentors.
                 To qualify for mentor pay, a mentor must be:
                     1. assigned to a newly licensed teacher who has less than 6 months of
                        teaching experience, or
                     2. assigned to a teacher in their second year of teaching and who qualified for
                        a paid mentor during the previous year, or
                     3. assigned to a first year instructional staff member who has not previously
                        been a teacher, or
                     4. assigned to a teacher in their second year who has one year or less of
                        teaching experience out of state, in a private school, or in a charter school.
                 State-funding should not be used to provide mentors for superintendents,
                 associate superintendents, or assistant superintendents; principals, assistant
                 principals or central office staff; or teachers with classroom teaching experience
                 other than that identified above.
        NOTE: Mentor stipends are to be coded to 5xxx-xxx-193. Full-time mentors salary
        should be coded to 5xxx-xxx-134.
    H. NEW TEACHER ORIENTATION
        Individuals are eligible for new teacher orientation if they:
                 •  have never taught before, (including out of county, state or country) or
                 •  have taught less than 6 months, or
                 •  are lateral entry teachers with only non-teaching work experience on their
                    license (See below for lateral entry staff development requirements); or
                 • are workforce development (vocational) teachers with only non-teaching work
                    experience on their license; or
                 • are employed with an emergency permit to practice,
                 and
                 • in prior years, have never participated in the new teacher orientation program.
        If the teacher does not have zero years on his or her license due to additional experience
        being credited, the Licensure Section must verify if the experience is teaching or non-
        teaching.
        Eligible new teachers may be paid up to a maximum of three (3) days from State funds.




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        Local Education Agencies must contact the salary analysts at DPI to manually
        approve and certify New Teacher Orientation.
        NOTE: Student Services Personnel do not qualify for this orientation.
                 In order for an eligible teacher to be paid for this orientation, the orientation must
                 take place outside of the normal instructional calendar. No additional pay will be
                 allowed if the orientation takes place on a workday or on a regular instructional
                 day.
    I. LATERAL ENTRY TEACHERS
        No Child Left Behind legislation requires all lateral entry teachers to complete 10 days of
        staff development BEFORE they enter the classroom. This staff development must be
        coded to object 196, workshop participant and funded out of allowable dollar allotments.
        The lateral entry teacher should be paid a minimum of an A-00 salary. If the teacher does
        not have any teaching experience and is eligible for new teacher orientation, the final
        three days of staff development may be coded to object 125-new teacher orientation and
        these three days may be paid at the certified rate.
        No experience credit will be given for these staff development days.
    J. RETIRED TEACHERS SUBJECT TO THE SALARY EARNINGS CAP
        Retired teachers may be hired subject to a salary earnings cap. As of November 1, 2005
        they are subject to the same six (6) month break in service. During the six (6) month
        break, the employee shall not work in any capacity in an organization participating in the
        Teachers’ and State Employees’ Retirement System including part-time, temporary,
        substitute, part time tutor or contractor service.
        For additional information, please see the School District Personnel Support, Section 16.2
        or the Retirement Booklet at www.treasurer.state.nc.us/dsthome/RetirementSystems.
        Retired teachers subject to the cap are coded the same way as a regular employee
        (e.g. 121).
        NOTE: The Retirement System adjusts the earnings cap due to inflation in January of
        each year.
            Salary Assignment
                 A local board of education may pay a retired teacher hired under this provision no
                 more than the employee would have received on the teacher salary schedule,
                 excluding longevity, had the employee not retired.
                 NOTE: A local board of education may pay a retired teacher hired under these
                 provisions less than his or her certified rating.


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    K. INTERNATIONAL FACULTY EXCHANGE TEACHERS
        State Board policy allows LEAs to convert teaching positions to dollars to cover the
        contract cost for International Faculty Exchange Teachers.
        For the 2011-2012 school year, the conversion to dollars shall be $55,972 (average
        teacher salary, with benefits). The dollars from this conversion will be allotted to PRC
        020 International Faculty Exchange.
        To request the conversion, the LEA must submit the International Faculty Exchange
        Position Conversion to Dollar Allotment Request form to the K-12 Programs Area.
    L. SUMMER SCHOOL
        Summer school teachers are paid in accordance with their teaching license rating on the
        teacher salary schedule.
        1. Lead Teacher Positions/Summer School
                 Teachers, who are assigned to work as the lead teacher (budget code xxxx-069-
                 135) for summer school programs, will receive a salary increase of two
                 experience increments above their base certified salary they received during the
                 regular school term based on years of experience. (i.e. A-10 during regular school
                 year, A-12 for summer assignment only) Lead teachers are not eligible for
                 NBPTS differential.
                 This special salary assignment is applicable for the summer school program only.
                 Teachers who are within two steps of the top of the teacher salary schedule will
                 receive an increase of four percent (4%) above their base certified salary for the
                 summer school program only.
        2. Teacher reassigned to site supervisor
                 Teachers reassigned to work as a site supervisor (object code 113) during the
                 summer school period shall be assigned to a School Administrator I-VII category
                 by the local board of education.
                 Salary determination will be made by the local board of education within the
                 salary range that corresponds to the School Administrator I-VII assignment.
    M. DPI CONSULTANT
        Teachers assigned to work with DPI on a statewide or regional instructional basis (e.g.,
        state teacher of the year, PBL regional coordinator, Recruiters, educators on loan, etc.)
        during the school year are to be paid at the same monthly rate as they would earn in the
        position they held prior to being named a teacher-on-loan plus three experience steps
        above their certified salary for the length of their assignment at DPI.
        Teachers on Loan within three (3) steps of the top of the respective salary schedule are to
        be paid six percent (6%) above their base pay instead of 3 experience steps.

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Teacher and Student Services                                                                 Effective July 1, 2011


        It is common practice for LEAs to continue to pay these individuals their local
        supplements. Local Supplements may not be paid from State funds.
        Beginning in 2008-09, if a state teacher of the year, returns to the classroom in an
        instructional role, they will continue to receive their normal salary plus the additional
        three (3) steps or 6% increase if the teacher is within three (3) steps of the top of the
        respective salary schedule
        NOTE: Regional consultants and Closing the Gap consultants do not qualify for this
        three-step increment.
        Coding
        The allotment for the DPI consultant is in PRC 096 Special Position Allotment.
        Individuals should be coded to school number “000”.
        Effective date
        For salary purposes, the consultant position is effective with the first day of the
        consulting contract.
    N. INTERIM TEACHERS
        An interim teacher may be employed when a vacancy in a teaching position exists by
        separation of employment. An interim teacher may not be employed to replace a
        permanent employee who is using paid leave.
        1. Pay Basis
                 An interim teacher will be paid at his or her certified salary rating if:
                     •   the interim employee is licensed in the area of assignment and
                     •   service in the interim position is more than 10 teaching days, and
                     •   is coded with an object code of 121.
                 An LEA may want to see if it is an advantage to the LEA or the individual to
                 request a provisional license if the interim is certified but working out-of-field.
                 This may allow the individual to be paid with state funds and receive experience
                 credit. However, the interim employee may be paid at the substitute rate if he or
                 she requests to be paid at the substitute rate.




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Teacher and Student Services                                                              Effective July 1, 2011



                 An interim teacher must be paid at the substitute rate if:
                     •   the interim employee is not licensed in the area of assignment or
                     •   service in the interim position is 10 teaching days or less,
                     •   is coded with an object code of 122.
                 Interim teachers coded to 122 (non-certified) do not earn experience credit.
                 EXCEPTION: Retirees re-employed as classroom teachers must be coded to
                 object code 121 as outlined in Section D and J above.
        2. Budget code
                 Certified interim teachers are paid from the budget code from which the regular
                 teacher (XXXX-XXX-121) being replaced was paid. Therefore, all interim
                 teachers must be paid from the program report code from which the regular
                 teacher being replaced was paid.
        3. "Permanent" status
                 The interim teacher will be accorded all benefits due a permanent employee, if the
                 period of interim employment will be at least six full consecutive monthly pay
                 periods. (See School District Personnel Support 1.1.2 (b) and 12.1.3.)


  III. Substitute Teachers
        A person is considered a substitute when filling in for a teacher who is on paid leave,
        not filling an interim position.
    A. PAY BASIS
        Current pay rates are indexed to the A-00 teacher rates.
                                                                              % of A-00
                                Minimum Dollar        Maximum Daily
                 Substitute                                                 Teacher Rate
                                   Amount                 Rate
                                                                          (calc. on 22 days)
                  Licensed             $90                 138.32               65%
                 Unlicensed            $69                 138.32               50%


        Licensed
        For licensed substitutes working either part-time or full-time, the pay rate is at least 65%
        of the A-00 teacher calculated on a 22 day month (not 21.5). The maximum pay rate
        allowable is the licensed daily rate of pay calculated on a 22 day month.
        A licensed substitute must hold a current North Carolina license.


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Teacher and Student Services                                                              Effective July 1, 2011



        Unlicensed
        For unlicensed substitutes working either part-time or full-time, the pay rate is at least
        50% of the A-00 teacher rate calculated on a 22 day month (not 21.5). The maximum pay
        rate allowable is the daily rate of licensed substitutes pay calculated on a 22 day month.
        NOTE: Under no circumstances can an unlicensed substitute earn more than a licensed
        substitute; however, the pay rate can be the same for both.
    B. FULL TIME SUBSTITUTES
        A full-time substitute must work at least 30 hours per week and is expected to be
        employed at least six consecutive months. Full-time substitutes earn the same benefits as
        other employees and are paid as a substitute.
        Full-time substitutes must be coded with an object code of 164.
    C. NON FULL TIME SUBSTITUTES
        Substitute teachers who are not classified as full-time can only be paid for the actual
        number of days worked. This payment does not include the option of pay for weekends,
        pay for holidays, etc.
    D. TEACHER ASSISTANTS AS A SUBSTITUTE
        When a teacher assistant is assigned to serve as a substitute teacher, the daily rate paid
        shall be the same as the daily rate for an entry level teacher with an ‘A’ license (A-00)
        (calculated on 21.5 days).
        An absence code (Reason Code 37) is to be charged to the regular teacher assistant
        assignment (object code 142) for each day or half-day the teacher assistant serves as a
        substitute. The PRC for the payment of the teacher assistant’s substitute payment is the
        same PRC from which the teacher assistant is normally paid, with the exception of
        substitute payment for staff development activities.
    E. FUNDING SOURCE
        1. Instructional Personnel
                 Unless otherwise required, a substitute for a regular teacher is paid from the same
                 source of funds from which the regular teacher is paid. If the teacher is paid from
                 more than one fund, the substitute will be paid at the same percent from each fund
                 as the teacher for the appropriate number of days.
                 Example: A teacher is 50% state and 50% local and is absent one day. The
                 substitute will be paid for one day at 50% state and 50% local; NOT ½ day at
                 100% state and ½ day at 100% local.




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Teacher and Student Services                                                               Effective July 1, 2011




                 Exceptions:
                 a. Substitute Pay for Staff Development:
                    The PRC used for the substitute’s payment due to staff development activities
                    is the same PRC used for the teacher’s staff development payment. Substitute
                    payments for staff development activities are not charged to object 312
                    (Workshop Expenses), but to one of the approved substitute pay object codes.
                 b. Substitute Pay for Child Involvement Leave:
                    Substitutes employed for teachers taking Child Involvement Leave shall be
                    paid from Local funds only.
        2. Principal Replacement
                 A substitute employed to replace the teacher who fills in for a principal shall be
                 paid from the same source of funds as that of the principal’s salary (local, state or
                 federal). An assistant principal filling in for a principal does not constitute a
                 substitute. Additional pay is not applicable to the assistant principal due to the
                 terms in the contract of regular duties associated with the position of assistant
                 principal.
        3. Exceptional Children Requirements
                 When non-instructional temporary replacement personnel are required in the
                 Exceptional Children Program, the replacement person shall be paid from the
                 same source of funds as the employee being replaced. If a teacher assistant is
                 absent and a temporary replacement teacher assistant is required by law to be
                 placed in that absent position, the temporary replacement teacher assistant is paid
                 based on the non-certified salary schedule, which includes teacher assistant. The
                 same source of funds as the absent teacher assistant should be used.




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Teacher and Student Services                                                              Effective July 1, 2011



  IV. Student Services Personnel
    A. STUDENT SERVICES PERSONNEL POSITIONS AND BUDGET CODES
        1. Student Services Personnel paid on the Teacher Salary Schedule:
                                      Positions                           Object Codes
              School Counselor (licensure area 00005)                           131
              School Social Worker (licensure area 00006)                       131
              Nationally Certified School Nurse
              (no license area assigned by DPI)                                 131
              Media Coordinator (see "Attachment A")                            131
              Full-Time Mentors                                                 134
              Instructional Coaches                                             135

        2. Student Services Personnel paid starting at the 5th Step of the M Teacher Salary
           Schedule:

                                      Positions                           Object Codes
              Speech-Language Pathologist (licensure area 88082)                132
              Audiologist (licensure area 88003)                                132
              School Psychologist (licensure area 00026)                        133

        3. Student Service Personnel paid on the Non-Certified Salary Schedule:

                                      Positions                           Object Codes
              Non-Nationally Certified School Nurse
              (no license area assigned by DPI)                                 146


    B. AUDIOLOGISTS LICENSED BELOW THE MASTER’S DEGREE LEVEL
        Audiologists licensed below the master’s level in license area 88003 are to be
        compensated on the teacher salary schedule according to the number of years on their
        license and their highest level of certification. (See Salary Schedules for salary ranges).
    C. SPEECH-LANGUAGE PATHOLOGISTS LICENSED BELOW THE MASTER’S
        DEGREE LEVEL
        Speech-language pathologists licensed below the master’s degree level in area 88082 are
        to be compensated on the teacher salary schedule according to the number of years on
        their license and their highest level of certification. (See Salary Schedules).

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Teacher and Student Services                                                                   Effective July 1, 2011



    D. PROVISIONALLY LICENSED SCHOOL PSYCHOLOGISTS
        School psychologists who are provisionally licensed and have not completed the sixth
        year education requirement will be compensated on the master’s degree ‘M’ teacher
        salary schedule.



  V. Other Certified Personnel
    A. OVERVIEW
        Other certified personnel are employed in positions with job classifications requiring
        professional certification as prescribed by the State Board of Education. These positions
        do not require a professional license issued by the Licensure Section and are not required:
            •     to complete an approved education program or
            •     to achieve a specified minimum score on the National Teacher’s
                  Examination/Praxis Examination.
    B. SCHOOL NURSE
        Effective July 1, 2002, school nurses employed in the public schools prior to July 1,
        1998, shall not be required to be nationally certified to continue employment. Therefore,
        all school nurses employed since July 1, 1998 are required to be certified by either:
                  •     the American Nurses Credentialing Center (ANCC) or
                  •     the National Board for Certification of School Nurses (NBCSN)
                  •     1. Prerequisites for national certification:

                      Association                    Initial Certification Requirements
                American Nurses         ANCC has discontinued its program for initial certification
                Credentialing           in school nursing. ANCC only provides re-certification in
                Center (ANCC)           school nursing for nurses who hold current ANCC
                                        certification in school nursing.
                National Board for      Required:
                Certification of        Current license as a registered nurse in the U.S. or territories;
                School Nurses           A baccalaureate degree or higher in nursing or a health-
                (NBCSN)                 related field; and
                                        Recommended to also have completed a year or more of
                                        practice in school nursing.




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Teacher and Student Services                                                                Effective July 1, 2011



  For additional information:
                 The American Nurses                          National Board for Certification of
                 Credentialing Center                         School Nurses, Inc.
                 8515 Georgia Ave, Suite 400,                 1350 Broadway, 17th Floor
                 Silver Spring, MD 20910-3492                 New York, NY 10018
                 1.800.284.2378                               1.888.776.2481 (toll free)
                 www.nursingworld.org/ancc/                   212.356.0678 (fax)
                                                              www.nbcsn.com
        2. Salary basis
                 Nationally certified school nurses who are employed in the public schools as
                 nurses shall be paid on the classroom teacher’s ‘M’ salary schedule according to
                 their years of experience. The Licensure Section does not currently license school
                 nurses. LEAs will assign years of experience for their nationally certified school
                 nurses using the formula Licensure uses to determine non-teaching experience for
                 workforce development health occupations. Contact the Licensure section if you
                 have any question on the rules for assigning non-teaching experience.
                 Non-nationally certified school nurses should be paid within the non-certified
                 nurse salary range.
        3. Budget code
                 Budget code 5840-xxx-131 should be used to code the nationally certified school
                 nurses.
                 Budget code 5840-xxx-146 should be used to code the non-certified school
                 nurses.
        4. Daily rate of pay
                 Nationally certified school nurses are paid based on 21.5 days regardless of the
                 number of weekdays in the month of service.
                 Non-certified school nurses whose term of employment is exactly 10 months (215
                 days) will be paid based on 21.5 days in a month. Those non-certified school
                 nurses whose term of employment is not exactly 10 months (215 days) will be
                 paid based on the actual number of workdays in a month (20, 21, 22, or 23).
        5. Employing non-certified school nurses
                 LEAs may employ, if necessary, non-certified nurses. However, they must be
                 hired with the stipulation that they become nationally certified within three years
                 of their hire date.
                 Rule: Until national certification is attained, their salary shall be assigned
                 according to the non-certified nurse ranges.

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Non Certified Personnel                                                                  Effective July 1, 2011



                                  SECTION E
                           NON-CERTIFIED PERSONNEL
  I. Salary Determinations
    A. DAILY RATE OF PAY
        Effective July 1, 2005, school-based non-certified employees whose term of employment
        is exactly 10 months (215 days) will be paid based on 21.5 days in a month.
        School-based non-certified employees whose term of employment is not exactly 10
        months (215 days), and all central office non-certified employees will be paid based on
        the actual number of weekdays in a month.
        EXCEPTION: All teacher assistants will be paid based on 21.5 days in a month.
    B. NON-EXEMPT HOURLY RATE OF PAY
        Compute the hourly rate of pay for non-exempt employees using the following
        calculations:

                                Step                   Calculation

                                 1      Monthly Salary x 12 = Annual Salary

                                 2      Annual Salary ÷ 52 = Weekly Salary

                                 3      Weekly Salary ÷ 40 = Hourly Rate


    C. SALARY BASIS
        Non-certified personnel must be paid within the salary range for their job classification,
        based on a 40-hour work week. If the established work week is less than 40 hours, the
        hourly rate of pay must be based on a 40 hour work week.
        EXAMPLE: According to the Non-Certified Salary ranges in the salary schedule, the
        minimum allowed salary for a pay grade 55 employee is: $1,852.85. This is based on the
        employee working 40 hours. If the employee works less than 40 hours, the individual has
        to be paid the same hourly rate as if they worked 40 hours, although they will not earn the
        $1,852.85. If the employee worked 30 hours a week, the monthly salary would be
        $1,389.64.




State Salary Manual 2011-2012                                                     Non Certified Personnel E-1
Non Certified Personnel                                                                    Effective July 1, 2011


              Step                     Calculation                            Example

                1         Monthly Salary x 12 = Annual Salary       $1,852.85 x 12 = $22,234.20

                2         Annual Salary ÷ 52 = Weekly Salary        $22,234.20 ÷ 52 = $427.58

                3         Weekly Salary ÷ 40 = Hourly Rate          $427.58 ÷ 40 = $10.69


        The individual that worked the full 40 hours would earn $427.58 per week. An
        individual that worked 30 hours would only earn $320.70. Both are being paid the same
        hourly rate and would meet the minimum monthly salary requirements for a pay grade 55
        employee.
        EXCEPTION: Nationally certified school nurses are to be paid on the classroom
        teacher’s ‘M’ salary schedule. See Section D V.B.
    D. AVERAGE SALARY/STATE ALLOTMENT COMPLIANCE
        By the end of the third pay period each fiscal year, state law (G.S. 115C-12(16)(b))
        requires that local boards of education place the following state-allotted positions:
                 •   office support personnel (object codes 151),
                 •   teacher assistants (object code 142), and
                 •   custodial personnel (object code 173)
        on the salary schedule adopted by the State Board of Education so that the average salary
        paid for each personnel classification is at least 98% of the state-allotted amounts. In
        placing these employees on the salary schedule, local boards shall consider each
        employee’s:
                 •   education,
                 •   training, and
                 •   experience (including other local school administrative units).

    E. WORKWEEK
        Salaries for all classifications of non-certified personnel (excluding teacher assistants) are
        based on a 40-hour workweek. The monthly salary for standard workweeks of less than
        40 hours must be prorated accordingly.




State Salary Manual 2011-2012                                                       Non Certified Personnel E-2
Non Certified Personnel                                                                    Effective July 1, 2011


  II. Source of Funds
    A. STATE FUNDED NON CERTIFIED EMPLOYEES
        Each local board of education shall:
                 1. Examine the duties and responsibilities of all non-certified personnel in its
                    employment whose salaries are paid from state funds (in whole or in part),
                 2. Classify non-certified personnel according to class specification in Class
                    Specifications for Non-certified Public School Employees, and
                 3. Pay these employees in accordance with the state salary ranges for non-
                    certified personnel.
        Class Specifications for Non-Certified Personnel can be found at
        http://www.ncpublicschools.org/docs/humanresources/district-
        personnel/tools/jobclass.pdf.

    B. LOCAL OR FEDERAL FUNDS FOR NON-CERTIFIED EMPLOYEES
        The local board of education shall have full authority to establish the salary of its locally
        or federally paid employees. Local boards are not bound by rules and regulations
        established for employees paid from state funds if they have adopted a local salary
        schedule that recognizes a difference in salaries based on variations in:
                 •   duties,
                 •   training,
                 •   experience,
                 •   professional fitness, and
                 •   continued service in the same school.
        If a local salary schedule is not adopted, the state salary schedule shall be in force.
    C. PRORATING OF TIME - MULTIPLE POSITIONS - NO OVERTIME
        Teachers and Other Personnel Who also Drive a Bus
        If a teacher or other employee also drives a school bus during the hours designated as
        their standard workday, the standard workday of that individual must be adjusted to
        reflect actual work time and their salary adjusted accordingly. The bus driving time must
        be coded to and paid from the transportation allotment. The rate of pay for bus driver
        duty is based on the bus driver salary range. For example, if a teacher’s regular work
        hours begin at 7:30, but the teacher drives a bus from 7:30 till 8:00, the teacher would be
        prorated 93.33% employed as teacher and 6.67% employed as Bus Driver (no overtime
        applicable).




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Non Certified Personnel                                                                  Effective July 1, 2011


  III. Overtime Pay Policy and Definitions
    A. OVERTIME POLICY
        As of April 15, 1986, overtime compensation must be provided to employees determined
        to be non-exempt on the basis of U.S. Department of Labor Regulations (Code of Federal
        Regulations, Chapter 29, Part 541) and other U.S. Department of Labor publications.
    B. TYPES OF OVERTIME COMPENSATION
        Public schools may provide this compensation in either of two forms:
                 •   overtime pay at the rate of one and one-half times the regular rate of pay for
                     all hours in excess of 40 hours in a workweek, or
                 •   compensatory time off at a rate of one and one-half hours for each hour
                     worked in excess of 40 hours in a regular workweek provided the employee is
                     notified and is in agreement that compensatory time will be given before the
                     work is performed.

    C. WHO DECIDES HOW TO COMPENSATE?
        The decision to provide either overtime pay or compensatory time off rests with the local
        board of education. The local board of education may establish policies on:
                 •   the number of hours allowed to be accumulated up to a maximum of 240
                     hours and
                 •   the timeframe in which these hours shall be taken (e.g., compensatory time off
                     must be taken before annual vacation leave is used).
        If compensatory time off is used, the following guidelines must be followed:
            1. The employer and the employee must arrive at an understanding or agreement on
               the use of compensatory time before any work is performed.
            2. Compensatory time must be given at the premium rate of not less than one and
               one-half hours for each hour of employment for which overtime compensation is
               required.
            3. Employees may not accrue more than 240 hours of compensatory time (160 actual
               hours) for hours worked.
            4. An employee who accrues the maximum amount of compensatory time (240
               hours) must receive cash payments for any additional hours of overtime work.
            5. If the employee is paid for the accrued compensation time off (i.e. cashed out),
               cash payments must be paid at the regular rate earned by the employee at the time
               the employee worked the overtime or receives such payment.
            6. Upon termination of employment, an employee must be paid for unused
               compensatory time at a rate of compensation not less than (a) the average regular
               rate received by the employee during the last 3 years of employment, or (b) the
               final regular rate received by the employee, whichever is higher.




State Salary Manual 2011-2012                                                     Non Certified Personnel E-4
Non Certified Personnel                                                                 Effective July 1, 2011



            7. An employee who requests the use of compensatory time must be permitted to use
               such time within a reasonable period, if the use of compensatory time does not
               unduly disrupt the operations of the unit. Any unused compensatory time must be
               paid for at the time of separation from employment.

    D. DETERMINING FLSA STATUS
        The determination of exempt status for employees depends on:
                 •   the duties of the position
                 •   the employee’s actual work.
                 •   the salary level and
                 •   the salary basis/method of payment.
        Generally, employees occupying positions requiring an educator’s license and others
        occupying professional or managerial positions without licensure requirements are
        exempt from the FLSA and are not subject to the overtime provision.
    E. EXEMPTIONS FROM OVERTIME PAY
        FLSA exemption determinations must be made at the local level.
        Under the FLSA, the following groups of employees are exempt from the overtime pay
        provision:
          1. Elected public officials, their immediate advisors, and appointees
          2. Employees that meet exemption requirements for executive, administrative,
             professional and highly compensated occupations, and high income computer
             employees, which are defined as follows:
                  a. Executive employees - must earn a salary of $455 or more a week, and
                      meet the following conditions:
                           i. Primary duty (main, major or most important duty; generally 50%
                               or more of time) - must manage an enterprise, department, or
                               subdivision thereof;
                          ii. Supervision - must customarily and regularly direct the work of
                               two or more employees;
                         iii. Authority - must be able to hire and fire or suggest changes in
                               status of other employees, and their input is given particular
                               weight.
                  b. Administrative employees - must earn a salary or fee of $455 or more per
                      week, except for academic administrative personnel, who must earn at
                      least the entrance salary for teachers in the school or educational
                      institution by which employed; and meet the following conditions:
                           i. Primary duty (main, major or most important duty; generally 50%
                               or more of time) - must perform office or non-manual work
                               relating to management policies, or general business operations, or
                               perform functions in the administration of a school or educational
                               institution in work directly related to academic instruction;


State Salary Manual 2011-2012                                                    Non Certified Personnel E-5
Non Certified Personnel                                                                  Effective July 1, 2011

                            ii. Other duties - must regularly and directly assist an executive or
                                administrative employee, or must work under general supervision
                                along specialized or technical lines that require special training,
                                experience, or knowledge, or must execute specialized assignments
                                under only general supervision;
                           iii. Discretion - must customarily and regularly exercise discretion and
                                independent judgment with respect to matters of significance.
                     c. Professional employees - must earn a salary or fee of $455 or more per
                        week, except this requirement does not apply to teachers employed by
                        schools or other educational institutions, or to qualified computer
                        employees who may be paid on an hourly basis of at least $27.63 per hour.
                        In addition, the following conditions must be met:
                             i. Primary duty (main, major, or most important duty; generally 50%
                                or more of time) - must perform work requiring advanced
                                knowledge in a field of science or learning acquired by specialized
                                study; or must perform original and creative work in a recognized
                                artistic endeavor, which depends primarily on the invention,
                                imagination, or talent of the employee; or must teach; or must
                                perform work requiring theoretical and practical application of
                                specialized knowledge in computer systems analysis, programming
                                design, or software engineering;
                            ii. Other duties - learned professionals must perform work that is
                                predominantly intellectual and varied in nature and involves
                                output, which cannot be measured on the basis of standardized
                                units of time;
                           iii. Discretion - must consistently exercise discretion and judgment.

    F. SPECIAL PROVISIONS - PUBLIC EMPLOYEES
        One of the most important factors used to determine whether an employee qualifies for
        the overtime exemption is that the employee must be paid on a “salary basis.” One test
        used by the US Department of Labor to determine “salary basis” payment is whether an
        employee’s pay is subject to reduction for time away from work of less than one day.
        This test has been recognized as an important factor in determining the line between
        exempt and non-exempt employees. However, this test does not work well in the public
        sector. Statute or public policy requires public employers to use pay systems that require
        all employees to use accrued leave or incur a reduction in pay for absences from work.
        Thus, under the above test, all public employees, including managers who otherwise
        would clearly be exempt from the overtime requirements, could be considered non-
        exempt. As a result, the US Department of Labor has adopted regulations to eliminate
        this anomaly. Under this rule, an otherwise exempt public sector employee who is paid
        according to a pay system that reduces earnings for time away from work of less than one
        day will not be disqualified from exemption because of such a pay system. Furthermore,
        the exemption will not be lost because of budget-required furloughs that are not regular
        and recurring, except in the workweek in which such a deduction occurs.




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Non Certified Personnel                                                                    Effective July 1, 2011




  IV. Calculating Overtime Pay/Hours
    A. STATE DOES NOT ALLOT OVERTIME FUNDS
        The state does not provide additional funds to pay overtime. If overtime occurs and
        money is not available in the state allotment from which the employee is paid, it must be
        paid from local fund sources.
    B. STANDARD WORKWEEK
        All monthly salaries shown in the non-certified section of the state salary schedule are
        based on a standard workweek of 40 hours.
        Workweek:
        The workweek is a fixed and regularly recurring period of 168 hours - seven consecutive
        24-hour periods.
        An employee who is subject to the requirements of FLSA is entitled to overtime at time
        and one-half for all hours worked over 40 in a workweek. Holidays and paid leave do not
        count toward the 40-hour requirement.
        Employee’s regular workweek:
        For a non-exempt employee, the employee’s regular workweek is the period of time
        (hours) for which the salary is intended to provide compensation.
        EXCEPTION: The standard workweek for teacher assistants is established by the local
        board of education.
        1. Regular workweek less than 40 hours?
                 If an employee’s regular workweek is less than 40 hours, the employee is not
                 entitled to overtime pay until hours worked exceed 40. However, the employee
                 may be entitled to straight-time pay for hours worked up to 40, unless it is clear
                 that the salary covers a 40-hour workweek.
                 Hours worked do not include any pay for:
                          •   holiday,
                          •   vacation, or
                          •   sick leave.
                 If the regular workweek includes any pay for:
                          •   holiday,
                          •   vacation, or
                          •   sick leave,
                 the employee must work in excess of 40 hours, excluding paid leave days to
                 receive overtime pay.

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Non Certified Personnel                                                                    Effective July 1, 2011

        2. Hours worked
                 Hours worked includes all the time that an employee is required to be on duty, on
                 the employer’s premises or at another prescribed workplace, and all times during
                 which the employee is permitted to work for the employer. It also includes any
                 work, which the employee performs on or away from the premises, if the
                 employer knows or has reason to believe that the work is being performed. If an
                 employee’s regular workweek is less than 40 hours, the employee is not entitled
                 to overtime pay until hours worked exceed 40. However, the employee may be
                 entitled to straight-time pay for hours worked up to 40, unless it is clear that the
                 salary covers a 40-hour workweek.
        3. Volunteer work
                 An employee cannot volunteer to perform work that involves duties, which are
                 normally associated with the employee’s regular work. Volunteers may be paid
                 expenses, reasonable benefits, a nominal fee, or any combination of these for their
                 services without losing their volunteer status. The value of any benefit or nominal
                 fee received by an employee for volunteer work would be reported on the
                 employee’s annual W-2 form.
        4. Occasional or sporadic work
                 The FLSA provides that State and local government employees can work
                 “occasionally or sporadically” at another job for the same public agency, without
                 requiring the employer to combine the hours from both jobs in determining the
                 overtime liability. However, to use this exemption, the employee must work at the
                 other job solely at his/her option, and the other job must be on a part-time basis
                 and must be infrequent, irregular or occurring in scattered instances. In addition,
                 the employee’s other job must be in a different capacity from his/her regular job.
    C. SALARY
        An employee’s salary includes:
                          •   the amount of compensation to which the employee is entitled during
                              the year from the salary schedule;
                          •   the amount of longevity pay, if any, to which the employee is entitled
                              during the year; and
                          •   the amount of local supplement, if applicable, to which the employee
                              is entitled during the school year,
                          •   non-discretionary bonuses (i.e. the employer contract agrees or makes
                              a promise to pay it).




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    D. CALCULATION WHEN EMPLOYED IN ONE POSITION

                Step                                  Calculation

                  1       Monthly salary x 12 (or months employed) = annual salary

                  2       Annual salary ÷ 52 = weekly salary

                  3       Weekly salary ÷ hours actually worked = hourly regular rate of pay

                          Determine the number of hours worked during the workweek in
                  4
                          excess of 40

                  5       Hourly regular rate x hours worked over 40 x 1.5 = overtime pay

                  6       Weekly salary + overtime pay = total gross wages due

    E. CALCULATION WHEN EMPLOYED IN MORE THAN ONE POSITION
        When a non-certified person is employed:
                      •   in two or more positions having different rates of pay and
                      •   the total hours worked in the workweek exceeds 40.
        If agreed upon by both the employer and the employee, up to 240 hours may be granted
        as compensatory time off instead of overtime pay. Hours of compensatory time shall
        accrue at a rate of time and a half. Overtime compensation, in the form of overtime pay
        or compensatory time shall be provided after 40 hours of work and cannot be waived by
        agreement between the employer and employee.
        Prorate overtime to budget codes for each position
            Allocation of overtime pay at time and one-half must be prorated to the overtime
            budget codes for each position’s respective allotment.
            a. Non-exempt Employee and a Non-exempt Position: If a non-exempt employee
               works in more than one capacity (i.e., teacher assistant/bus driver), all
               compensation would be paid from the sources of funds that incurred the expense.
               For example, if the teacher assistant/bus driver worked 45 hours in a given week,
               the first 40 hours would be distributed and paid at straight time according to the
               work normally performed. The appropriate number of hours would be paid for
               teacher assistant duties from the teacher assistant allotment, and the appropriate
               number of hours would be paid for bus driver duties from the transportation
               allotment. Payment for the five hours of overtime must be prorated between
               the same budget codes as the salary payments.




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Non Certified Personnel                                                                    Effective July 1, 2011

                 Use the respective percentages calculated by comparing the number of hours in
                 the teacher assistant position to the total hours and the number of hours in the bus
                 driver position to the total hours to prorate the overtime payment. The overtime
                 payment would be charged to the appropriate overtime expenditure code in each
                 allotment.
            b. Non-exempt Employee and an Exempt Position: When a non-exempt employee
               works in more than one capacity and the second position is typically held by an
               exempt employee (i.e., teacher assistant/athletic coach), those hours worked as a
               coach are categorized as non-exempt hours. Where the employee who coaches
               beyond the regular full-time duties performed in a position which is non-exempt
               under the Fair Labor Standards Act, the employee remains non-exempt in the
               coaching position. This is true even though a full-time coach could be classified
               as exempt. Part-time duties of non-exempt employees do not change their
               classification; the full-time duties control in fixing the status of non-exempt
               employees.
            c. Exempt Employee and a Non-exempt Position: If an exempt employee works in
               more than one capacity, and the second position is typically held by a non-exempt
               employee (i.e., teacher/bus driver), the amount of time worked per week in the
               non-exempt position must not be the employee’s primary duty. Therefore, if the
               employee’s regular workweek in a combination job is 40 hours, then they may
               work only eight hours per week in a non-exempt position without changing their
               classification to non-exempt, and none of the time worked would be subject to
               overtime.
               However, if the employee worked more than eight hours in a non-exempt
               position, then the employee’s classification would change to non-exempt and all
               of the time worked would be used to qualify for overtime.
            d. Exempt Employee and Non-Exempt Summer Employment: When a 10-month
               employee (i.e., teacher) works as a painter or in some similar class of work during
               the summer months, that employee is to receive time and a half compensation for
               hours over 40 per week during those summer months. This answer is based upon
               the implicit assumptions that (1) the employee is employed by the same employer
               during the summers as during the school term, and (2) that the employee does not
               perform his/her regular full-time teaching duties during the summer months.
               Work as a painter is non-exempt under the Fair Labor Standards Act, and the
               requirements pertaining to overtime (i.e., hours over 40 hours per week) apply to
               that employee.


    F. OVERTIME CALCULATION: MULTIPLE POSITIONS WITH DIFFERENT PAY
        RATES:
            1. Determine the total number of hours worked during the workweek in each position.
            2. Determine the employee’s hourly rate of pay for each position.
            3. Multiply the number of hours worked during the workweek in each position by the
               appropriate hourly rate of pay.
            4. Total the results for all positions to determine the total regular wages.

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Non Certified Personnel                                                                 Effective July 1, 2011

            5. Divide the result in #4 above by the total number of hours worked during the
               workweek in all positions to determine a weighted hourly rate of pay for the
               employee.
            6. Multiply the weighted hourly rate by .5 and then multiply the result by the number
               of hours worked in the workweek in excess of 40 to determine the overtime
               premium.
            7. Add the result in #6 to the result in #4. This is the employee’s total gross
               compensation due.
            8. Total gross compensation, consisting of salary and overtime pay, must be prorated
               among the positions worked, with overtime pay recorded to the appropriate
               overtime code.
                 EXAMPLE:
                 1. & 2. Teacher Assistant                             30 hrs    @ $9.00
                         Bus Driver                                    15 hrs    @ $8.00
                         Total Hours Worked                            45 hrs

                 Total Gross Compensation would be computed as follows:

                 3.        Teacher Assistant          30.0 hrs x $9.00 =         $270.00
                           Bus Driver                 15.0 hrs x $8.00 =         $120.00

                 4.        Regular Wages                                         $390.00

                 5.        $390.00 ÷ 45 hrs = $8.67 weighted hourly rate

                 6.         $8.67 x .5 = $4.34 = ½ time rate
                 7.         $4.34 x 5 = $21.70 overtime premium
                 8.        $390.00 + $21.70 = $411.70 Total Gross Compensation

                 9.        Proration of Overtime Pay:

                           Teacher Assistant Overtime Pay:
                           30 ÷ 45 = .6667 x 5 hrs x $8.67 x 1.5 = $43.35

                           Bus Driver Overtime Pay:
                           15 ÷ 45 = .3333 x 5 hrs x $8.67 x 1.5 = $21.67

                           $43.35    Coded to Teacher Assistant Overtime Pay
                           $21.67    Coded to Bus Driver Overtime Pay
                           $65.02    Total Overtime Pay

                           Total Gross Compensation        =   $411.70
                           Total Overtime Pay              =   - $65.02
                           Total Straight Time Pay             $346.68


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Non Certified Personnel                                                                 Effective July 1, 2011



                          Proration of Salary Payment:
                          Teacher Assistant        $346.68 x .6667 =      $231.13
                          Bus Driver               $348.68 x .3333 =      $115.55
                          Total Straight Time Pay                         $346.68

                                                   OR
            Hours in            Percentage in    Overtime in                           Total
            each Job              each Job      each position      Rate/hr          Overtime Pay
               30                  66.667%       3.33 x 1.5         $9.00              $45.00
               15                  33.333%       1.67 x 1.5         $8.00              $20.00
               45                 100.000%          5.00                               $65.00

    G. FUNDING SOURCE
        Whether an employee is funded from multiple state sources, multiple federal sources,
        multiple local sources, or a combination of any of these sources, the appropriate wage for
        hours worked (both for straight time and overtime) must be paid from the funding sources
        appropriate for the duties being performed.
        Overtime compensation is an expense that is paid from available funds in the appropriate
        allotment. No additional allotments are made to cover these expenses. Therefore, if
        overtime occurs and funds are not available in the appropriate allotment, the overtime
        must be paid from local funds. This is true regardless of the funding sources for
        employees subject to the Fair Labor Standards Act. Overtime pay must be charged to
        object code 199. The regular salary object code (i.e., 142, 171) is not used for the
        payment of overtime.
    H. DUE DATE OF OVERTIME PAYMENT
        Overtime compensation earned in a particular workweek must be paid to the employee on
        the regular payday for the period in which such is done. If this is not possible due to cut
        off times necessary for preparing payrolls, then payment must be made no later than the
        next regular payday.
    I. RECORD KEEPING
        Under FLSA, all covered employers must meet certain record keeping regulations. These
        records must be kept for each non-exempt employee. The following is a listing of the
        basic records that an employer must maintain:
                 1. Every LEA shall maintain and preserve payroll or other records
                    containing the following information and data:
                       a. Employee’s full name and social security number.
                       b. Home address, including zip code.
                       c. Date of birth, if under 19.
                       d. Sex and occupation.

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Non Certified Personnel                                                                 Effective July 1, 2011

                       e. Time of day and day of week on which the employee’s workweek
                           begins (can be stated in LEA policy).
                       f. Hours worked each day.
                       g. Regular hourly rate of pay in any workweek in which overtime
                           premium is due; basis on which wages are paid (e.g., $6/hour,
                           $220/week, $1300/month); the amount and nature of payments which
                           are excludable from the regular rate of pay. (Basis of which
                           employee’s wages are paid)
                       h. Total daily and weekly hours of work.
                       i. Total daily or weekly straight time earnings.
                       j. Total overtime earnings for the workweek.
                       k. All additions to or deductions from wages.
                       l. Total wages paid each pay period.
                       m. Date of payment and the pay period covered by payment.
                 2. The basic record keeping requirements for employees subject to the
                    compensatory time provisions are:
                       a. All of the applicable information above,
                       b. The number of hours of compensatory time earned each workweek, or
                           other work period, by each employee at the rate of one and one-half
                           for each overtime hour worked,
                       c. The number of hours of such compensatory time used each workweek,
                           or other work period, by each employee,
                       d. The number of hours of compensatory time paid in cash, the total
                           amount paid, and the date of such payment, and
                       e. Any collective bargaining agreement or written understanding or
                           agreement with respect to earning and using compensatory time. If
                           such agreement or understanding is not in writing, a record of its
                           existence must be kept.
                 3. The basic record keeping requirements for executive, administrative, and
                    professional employees are:
                       a. All of the information required above in (1.) except for items (f)
                           through (k).
                       b. Necessary information to permit calculation for each pay period of the
                           employee’s total remuneration for employment, including fringe
                           benefits (e.g., $2000 per month plus hospitalization, insurance plan A,
                           benefit package B, and two weeks paid vacation).
        Records of the required payroll information must be preserved for three (3) years.
        Records on which wage computations are based should be retained for two years; i.e.,
        time cards, wage rate tables, time schedules, and records of additions to or deductions
        from wages.
        An employer that fails to maintain adequate records could face serious consequences if
        subjected to enforcement proceedings or a lawsuit seeking to collect back wages and
        unpaid overtime.




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Non Certified Personnel                                                                  Effective July 1, 2011


    J. ENFORCEMENT
        Investigators for the local Wage and Hour Division of the US Department of Labor
        enforce the provisions of the FLSA. The wage-hour investigators have the authority to
        conduct investigations and gather data on wages, hours, and other employment conditions
        or practices, in order to determine compliance with the FLSA. If violations are found, the
        wage-hour investigators have the authority to recommend changes in employment
        practices in order to bring an employer into compliance with the FLSA. Employers who
        willfully violate the FLSA may be prosecuted criminally. The violator may be fined
        criminal penalties up to $10,000, and a second conviction may result in imprisonment.
        Employers who willfully or repeatedly violate the overtime pay provisions are subject to
        civil monetary penalties of up to $1,100 per violation. Finally, the FLSA prohibits the
        shipment of goods in interstate commerce, which were produced in violation of the
        overtime pay provisions.
    K. COMMON VIOLATIONS
        The 10 most common violations made by employers are as follows:
                 1. Misclassification of employees as exempt from the overtime requirements of
                    the FLSA.
                    In many cases, an employee has been erroneously classified as exempt and
                    should have been receiving overtime.
                 2. Not properly compensating employees for meal and break periods.
                    Generally, an employee must be paid for meal periods unless:
                        a. the period is at least 30 minutes long,
                        b. the employee is completely relieved of duties, and
                        c. the employee can leave the work post, although he/she can be required
                            to stay on the premises of the unit.
                    If an employee is required to perform work during this time, it must be
                    counted as hours worked even if the period is labeled as a meal period and the
                    employee eats during this time. Rest periods and coffee breaks of 20 minutes
                    or less are generally required to be counted as hours worked.
                 3. Not compensating employees for “on call” time.
                    If an employee is required to sit by the phone and be available for a phone call
                    and come to work immediately, that time is compensatory.
                 4. Not paying employees for time in training and other educational sessions.
                    Payment is required when attendance is mandatory and the training session is
                    designed to enhance the skills needed by an employee to perform a current job
                    assignment. Teacher assistant training to meet the employment criteria under
                    “No Child Left Behind” legislation is exempt from this requirement.
                 5. Not paying employees for compensatory travel time.
                 6. Not properly administering a compensatory time off policy that substitutes
                    time off for overtime.
                 7. Not compensating employees for unauthorized overtime.
                    If management is aware that an employee is working before or after normal
                    hours, during break times, or at home, the hours worked must be compensated
                    and included as overtime if the employee has worked more than 40 hours in a
                    week.

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Non Certified Personnel                                                                 Effective July 1, 2011

                 8. Failing to include certain non-discretionary bonus payments or overtime into
                     weekly payments for overtime calculation.
                 9. Not paying employees for all time that is recorded on time cards.
                 10. Not maintaining accurate records or in cases of dual recordkeeping, having
                     inconsistent records.

    L. INTERPRETATION OF FLSA LAWS
        To obtain additional information, contact the nearest office of the Wage and Hour
        Division listed in most telephone directories under U. S. Government, Department of
        Labor; or by accessing the Department of Labor on the internet: www.dol.gov.
    M. SAMPLE QUESTIONS - OVERTIME PAY
    1. When a teacher assistant (or any non-exempt employee) is also employed beyond their
       regular work week as an athletic coach, are those hours worked as a coach in the exempt
       or non-exempt category?
       Answer - Non-exempt: When an employee coaches beyond the regular duties performed
       in a full-time position which is non-exempt under the FLSA, the employee remains non-
       exempt in the coaching position. This is true even though a full-time coach could be
       classified as an exempt position. Part-time duties in this instance do not change the status
       as the full-time primary duties predominate in fixing the character of the position.
    2. When a teacher, who is exempt from FLSA by the law during the regular ten month term,
       also works as a painter or in some such class of work during the summer months, is that
       employee to receive time and a half compensation for hours over forty per week during
       those months?
       Answer - Yes, this answer is based upon the implicit assumptions that (1) the employee
       is employed by the same employer during the summer as during the school term, and (2)
       that the employee does not perform his/her regular full-time teaching duties during the
       summer months. Work as a painter is non-exempt under the FLSA, and the requirements
       pertaining to overtime (i.e., hours over 40 hours per week) applies to that employee.
    3. When a school secretary volunteers to serve as an athletic coach for a small fee, are those
       hours worked as a coach eligible for overtime compensation?
       Answer - No, according to the Fair Labor Standards Act, employees who volunteer their
       time outside their normal services and who receive only expenses, reasonable benefits, or
       a nominal fee are exempt from coverage under the FLSA. When utilizing school
       employees who volunteer their time to coach, always take care to see that their services
       are totally voluntary, are not similar to their normal duties, and are rewarded with a
       nominal fee, expense reimbursement, or on some other basis that is clearly not a salary.
    4. When a maintenance or any other non-exempt employee is employed beyond their
       regular workweek to perform work at the school (cleanup, opening and closing of school,
       etc.) for an outside agency, how is the employee paid?
       Answer - If the employee is required to perform work for the outside agency, anytime
       worked over 40 hours is payable at time and a half. The employee is still considered an
       employee of the school system when conducting this type of work for the outside
       agencies and is paid accordingly. The school system should pay the employee the

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Non Certified Personnel                                                                Effective July 1, 2011

        applicable rate (including overtime, if appropriate) and have the outside agency
        reimburse the school system, if the outside agency is required to pay for this service by
        the school system. Payment for this type of activity must be paid from local funds. Note,
        however, that an employee could choose to volunteer to assist an outside agency, and
        such work would not have to be compensated as long as the outside agency is considered
        an independent entity from the school district.
    5. What is the work week for a non-exempt employee?
       Answer - The work week is established by the local Board of Education for teacher
       assistants. For all other non-certified employees the salary manual provides for a 40
       (forty) hour work week.




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Miscellaneous                                                                           Effective July 1, 2011



                                       SECTION F
                                    MISCELLANEOUS

  I. Deductions from Payroll
        REFERENCES for Deductions from Payroll
        North Carolina Department of State Treasurer Policies Manual
        www.nctreasurer.com/DSTHome/StateAndLocalGov/AuditingAndReporting/policiesma
        nual.htm
        N. C. General Statutes 110-136.1, 105-366, 105-364, and 105-368
        www.ncleg.net/gascripts/Statutes/Statutes.asp




  II. Installment Pay
    A. ACADEMIC TEACHERS
        According to Public School Law, G. S. 115C-302.1(b), State-allotted teachers shall be
        paid for a term of 10 months. Each local board of education shall establish a set date on
        which monthly salary payments to State-allotted teachers shall be made. This set pay date
        may differ from the end of the month of service. Any individual teacher who is not
        employed in a year-round school may be paid in 12 monthly installments if the teacher so
        requests on or before the first day of the school year. Such request shall be filed in the
        local school administrative unit, which employs the teacher. The payment of the annual
        salary in 12 installments instead of 10 shall not increase or decrease the teacher’s annual
        salary nor in any other way alter the contract made between the teacher and the local
        school administrative unit. Teachers employed for a period of less than 10 months shall
        not receive their salaries in 12 installments. Employees hired for more than 10 months
        can not be paid on installments.
        Principals, Superintendents and Directors are not eligible for installment pay.
        Only 10 month Assistant Principals are eligible for installment pay.
    B. SCHOOL EMPLOYEES PAID ON AN HOURLY BASIS
        According to Public School Law, G. S. 115C-316, “Salary payments to employees other
        than those covered in G.S. 115C-272(b)(1), 115C-285(a)(1) and (2), 115C-302.1(b) and
        115C-316(a)(1) shall be made at a time determined by each local board of education.
        Expenditures for the salary of these employees from State funds shall be within
        allocations made by the State Board of Education and in accordance with rules and

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Miscellaneous                                                                             Effective July 1, 2011


        regulations approved by the State Board of Education concerning allocations of State
        funds: Provided that school employees employed for a term of 10 calendar months in
        year-round schools shall be paid in 12 equal installments: Provided further, that any
        individual school employee employed for a term of 10 calendar months who is not
        employed in a year-round school may be paid in 12 monthly installments, if the employee
        so requests on or before the first day of the school year. Such request shall be filed in
        the administrative unit, which employs the employee. The payment of the annual salary
        in 12 installments instead of 10 shall not increase or decrease said annual salary nor in
        any other way alter the contract between the employee and the said administrative unit.”

            NOTE:
            The installment payment method may be granted only if the employee requests
            installment pay on or before the first day of the school year. The employee may
            discontinue installment pay at any time during the school year. However, if an
            employee discontinues the installment pay method during the school year, it cannot
            be continued before the next school year.

        Also, if an employee on installment pay has a break in service during the school year
        (i.e., on Worker’s Compensation, short-term disability, leave of absence, etc.), they are
        no longer on payroll status for 10 months and are therefore, no longer eligible for
        installment pay. The LEA must adjust the employee to non-installment status.
    C. INSTALLMENT PAY INDICATORS
        Beginning with the 1998-1999 school year, installment indicators were given new
        descriptions. They only indicate when the last 2 installment payments are made to
        an employee. The type of school calendar does not affect the installment
        indicator. The table below details the valid numeric characters and the new
        interpretations.

                  Numeric
                                11th and 12th Installment Months
                  Indicator
                      0         Not applicable. Employee is paid on a 10-month schedule.
                      1         July and August
                      2         May and June
                      3         June and July

        Please note that indicator numbers 4 and 5 are invalid installment indicators. If the
        installment indicators are improperly reported, position resources will be overused and
        could result in allotment overdrafts. Therefore, it is imperative that these indicators be
        correct.
        If you have any questions, please contact the School Reporting Section for help.
        NOTE: 11-month employees cannot be on installment payments.



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Miscellaneous                                                                           Effective July 1, 2011


        If installment pay indicators are changed prior to the payment of the 11th and 12th
        installments, it will not be necessary to change data for salary payments already
        submitted.
    D. BUS DRIVERS
        It is permissible to pay bus drivers employed in full or part-time permanent positions in
        equal monthly installments (i.e., ten equal checks instead of ten checks of varying
        amounts.) If a driver is paid an hourly wage, it must be annualized, and then divided by
        the months of employment. The formula is as follows:
                Formula:        Number of Days of employment X daily rate = annual salary ÷
                                months employed = monthly rate.
                Example:        200 days = length of employment (180 driver days, 10 holidays, 10
                                vacation days); and 10 months of employment.
                                $65 = daily rate ($13.00 per hour X 5 hours per day)
                                200 X $65 = $13,000 annual salary
                                $13,000 ÷ 10 = $1,300 monthly rate
        Adjustments for payments of unearned holiday and annual leave must be made if
        employee resigns during the school year.
        NOTE: The payment of a bus driver “bonus” (unless specifically legislated) is ineligible
        from state funds. If and when legislated, bonus pay must be paid from the regular bonus
        program report code, PRC 45 - Compensation Bonus, not the transportation program
        report code, PRC 56 - Transportation of Pupils. Under no circumstances can bus drivers
        be paid above the state salary schedule from state funds.




State Salary Manual 2011-2012                                                                   Miscellaneous F-3
Miscellaneous                                                                         Effective July 1, 2011



    III. Absence Reporting
    A. ABSENCE CODES
        The required codes for reporting absences are as follows:
         Codes when Employing Non-certified                 Codes when Employing Certified
         Substitutes                                        Substitutes
         Codes                       Pay Status             Codes                     Pay Status
         01 Sick Leave               No Deduction           11      Sick Leave        No Deduction
            Extended Sick                                           Extended Sick
         03                          $50 Deduction          13                        $50 Deduction
            Leave                                                   Leave
            Absence Without                                         Absence Without
         04                          No Deduction           14                        No Deduction
            Deduction                                               Deduction
            Absence With                                            Absence With
         05                          $50 Deduction          15                        $50 Deduction
            Deduction                                               Deduction
         06 Personal Leave           $50 Deduction          16      Personal Leave    $50 Deduction
                Absence Without     Days Pay                        Absence Without   Days Pay
         07                                                 17
                Pay                 Deduction                       Pay               Deduction
         08 Sick Leave Bank          No Deduction           18      Sick Leave Bank   No Deduction


                     Other Absences Codes
                     Codes                                             Pay Status
                     02    Voluntary Shared Leave                      No Deduction
                     10    Child Involvement Leave                     At LEA Discretion
                     20    Annual Leave                                No Deduction
                     22    Annual Leave for Catastrophic Illness       No Deduction
                     26    Personal Leave Day/Non Protected Day        No Deduction
                     28    Bonus Annual Leave                          No Deduction
                     37    Teacher Assistant When Subbing              Days Pay Deduction

        Absence Code 10 - Child Involvement Leave: Substitutes will be charged to local funds
        only. Substitutes are paid for whole or half days only.
        Note: If using absence code 10, please contact the Salary Administration section and
        inform them on how this absence is being recorded (whether using a standard deduction
        or daily rate).



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Miscellaneous                                                                          Effective July 1, 2011


        Other Absence Code 12 - Leave Adjustment is no longer needed since the absence
        deduction is no longer based on the type of substitute but has been standardized at
        $50.00.
        For a full discussion of employee leave policy; see the School District Personnel Support
        Manual.
    B. ABSENCE WITHOUT DEDUCTIONS
        The LEA will not make deductions from the public school employee's salary in the
        following cases:
          1. Annual Leave: Temporary employees are not allowed to be employed to replace an
             Public School employee, (non-teaching) who is absent on annual leave, except in
             the case of catastrophic illness or annual leave for new parents. (Reference Section
             3.1, in the School District Personnel Support Manual.)
          2. Annual Leave for Catastrophic Illness: Temporary employees employed for these
             absences shall be paid from the same source of funds as the employee. (Reference
             Section 3.2, in the School District Personnel Support Manual.)
          3. Sick Leave: Temporary employees employed for these absences shall be paid from
             the same source of funds as the employee’s salary. (Reference Section 4.1, in the
             School District Personnel Support Manual.)
          4. Jury Duty: Temporary employees employed for these absences shall be paid from
             the same source of funds as the employee. (Reference Section 7.2, in the School
             District Personnel Support Manual.)
          5. Professional Leave (Assignment by State Superintendent, Governor, General
             Assembly, or State Board of Education): Temporary employees employed for these
             absences shall be paid from State funds. (Reference Section 6.2, in the School
             District Personnel Support Manual.)
          6. Court Attendance by Duty or Subpoena: Temporary employees employed for these
             absences shall be paid from the same source of funds as the employee. (Reference
             Section 7.3, in the School District Personnel Support Manual.)
          7. Educational Leave (In-Service School Projects): Temporary employees employed
             to replace teachers participating in in-service school projects must be paid from the
             same source of funds as the employee. (Reference Section 6.1, in the School
             District Personnel Support Manual.)
          8. Educational Leave State-Sponsored Staff Development: Temporary employees
             employed to replace teachers participating in state-sponsored staff development
             activities, for which state funds have been budgeted for substitutes, shall be paid
             from the appropriate budgeted State funds. (Reference Section 6.1, in the School
             District Personnel Support Manual.)
          9. North Carolina Center for Advancement of Teaching (NCCAT): Employees may
             be allowed to attend NCCAT seminars with pay upon the approval of the local
             superintendent. Pay for substitutes must be provided by the Center.




State Salary Manual 2011-2012                                                                  Miscellaneous F-5
Miscellaneous                                                                             Effective July 1, 2011



          10. Incident of Contagious Disease: Temporary employees employed to replace
              teachers absent for reason of a contagious disease shall be paid from the same
              source of funds as the employee. (Reference Section 9.4, in the School District
              Personnel Support Manual.)
          11. Bona Fide Religious Holiday: When a substitute is employed on these holidays,
              payment must be made from the same source of funds as the employee’s salary.
          12. Community Service: Upon approval of the supervisor, full-time or part-time public
              school employees may be granted leave to represent the school or LEA at
              community functions. Substitutes or temporary employees employed for these
              absences shall not be paid from state funds.
          13. Military Leave with Pay: Substitutes or temporary employees employed for these
              absences shall be paid from the same source of funds as the employee’s salary. (See
              Section 10.1 in the School District Personnel Support Manual)
          14. Episode of Violence: If the employment of a replacement teacher is necessary for
              the continuation of services, the replacement teacher shall be paid from the same
              source of funds as the injured teacher. The Department of Public Instruction,
              Division of School Business, shall be notified of the employee who is absent due to
              an episode of violence. (Reference Section 9.3, in the School District Personnel
              Support Manual.)
          15. Suspension With Pay: A person employed to replace the suspended employee shall
              be paid a salary based on the replacement’s certification and shall be paid from the
              same source of funds as the individual suspended. The Department of Public
              Instruction, Division of School Business shall be notified of the suspension and the
              replacement person employed. See NOTE below. (Reference Section 9.5, in the
              School District Personnel Support Manual.)

                NOTE:
                The notification of an absence due to an Episode of Violence or a Suspension
                With Pay can be made by setting a “flag” through payroll that will update the
                275-byte payroll detail record, or entered through the BUD System on an IPC
                adjustment. Refer to your individual software instructions on how to set the flag.
          16. Principal Replacement: No deduction shall be made from the salary of a teacher
              who fills in for a disabled principal who does not have an assistant principal. The
              teacher may be reassigned to fill in for the principal after the principal has been on
              sick leave for at least ten days. This reassignment shall be allowed until the
              principal returns to work or exhausts paid leave.




State Salary Manual 2011-2012                                                                     Miscellaneous F-6
Miscellaneous                                                                            Effective July 1, 2011



    C. ABSENCE WITH DEDUCTIONS
        The LEA will make deductions from public school employees’ salaries in the following
        cases:
            1. Leave with Deduction: Absences not covered under the rules of Leave with Pay
               require a deduction of $50.00 from the regular teacher’s salary. The
               superintendent must approve these absences. These absences include:
                  a. Extended Sick Leave
                  b. Personal Leave
                  c. Other Absence with Deduction includes leave for professional obligations.
                       Permanent public school employees who have professional
                       responsibilities, or who need to attend professional meetings, may be
                       absent with pay minus a salary deduction of $50.00. This deduction is
                       mandatory whether or not a substitute is employed. Such absences are
                       allowed only with the approval of the local superintendent and will be
                       allowed for a period not exceeding three successive days for in-state
                       meetings or five successive days for out-of-state meetings. Absences for
                       this purpose may not exceed ten days for the school year. The limitation
                       shall not apply to a person who is a local or district president or president-
                       elect, state or national officer of a professional education association, or a
                       person selected as the National Teacher of the Year. The Office of the
                       State Superintendent shall upon request determine the eligibility of the
                       professional education association.
            2. Days Pay Deduction: Monthly Salary divided by days in the pay period.
            3. Leave of Absence Without Pay:
                  a. Family Medical Leave: If the employee does not elect to use earned leave
                       or the employer does not wish to require use of earned leave. (Reference
                       Section 4, in the School District Personnel Support Manual.)
                  b. Military leave without pay for certain periods of active duty or attendance
                       at service schools beyond annual eligible days. (See Section 10, in the
                       School District Personnel Support Manual.)




State Salary Manual 2011-2012                                                                    Miscellaneous F-7
Miscellaneous                                                                           Effective July 1, 2011



  IV. Personal Use of Vehicles
        The value of fringe benefits that you provide to your employees is taxable and must be
        included in their income as compensation, unless law specifically excludes the benefits or
        the employee pays fair market value for them. Some of the benefits you may provide to
        your employees that must be reported in their income include their personal use of an
        employer-provided vehicle.
        The total value of the fringe benefit is determined by the employer and included on the
        W-2 of the employee. The employer reports the taxable fringe benefits in the “wages,
        tips, and other compensation” box and, if applicable, in the “social security wages” and
        “Medicare wages” boxes on Form W-2. The total value of the fringe benefits should also
        be shown on Form W-2.
        The reporting and withholding on personal use of employer-provided vehicles must be
        handled through local funds. To submit this information on your state payroll records is
        incorrect and results in a salary discrepancy and an expense to the state for the matching
        social security on an ineligible charge. If you have previously handled your personal use
        of employer-provided vehicles through state funds, a refund for the salary plus social
        security matching (and retirement, if applicable) is due immediately. All future reporting
        must be handled through local funds. For additional information, please refer to IRS
        Publication 17 - Your Federal Income Tax, Publication 505 - Tax Withholding and
        Estimated Tax, or Publication 535 - Business Expenses.




State Salary Manual 2011-2012                                                                   Miscellaneous F-8

				
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